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Baek, Pyounggu, Jihyun Chang, and Taesung Kim. "Organizational culture now and going forward." Journal of Organizational Change Management 32, no. 6 (2019): 650–68. http://dx.doi.org/10.1108/jocm-05-2018-0121.
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Purpose The purpose of this paper is to examine the fundamental premises (i.e. perspectives on organizations and intrinsic research contributions) embodied in the literature on organizational culture and offer insights into where organizational culture research should be headed now and going forward. Design/methodology/approach This research provides an integrative review of organizational culture research and investigates commonalities and differences in terms of the fundamental premises between North America and Europe. Findings The findings include that the modern perspective was most pervasive (87 percent) in both regions, with Europe slightly more open to varied perspectives such as symbolic and postmodern ones; approximately 70 percent of the studies were geared toward organization-level contributions, less than 10 percent toward individual-level contributions, and less than 20 percent toward mega-level contributions as the underlying research intent; and (c) in terms of the perspective-contribution combination, the pair of modern perspective and organization-level contribution was most dominant in both regions, while the individual-level contribution was paired with no other perspectives than the modern one. Research limitations/implications This research suggests that the research community shape a whole new discourse on organizational culture and recommends several promising research avenues. Originality/value By engaging in fundamental discussions on how an organization has been perceived and what purpose it has meant to deliver, this research offers an overarching view of where we stand currently and possibly where we should be heading in terms of organizational change management.
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Otra-Aho, Ville Juhani, Jon Iden, and Jukka Hallikas. "The Impact of the Project Management Office Roles to Organizational Value Contribution." International Journal of Information Technology Project Management 10, no. 4 (2019): 79–99. http://dx.doi.org/10.4018/ijitpm.2019100103.
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Many project-oriented organizations have implemented a project coordination mechanism, such as a project management office (PMO), to align projects with the organization's strategy, to ensure the success of projects, and to create value for the organization from projects. While organizations continue establishing PMOs, these PMOs are struggling to create sufficient value for organizations. The results reveal a significant impact on the PMO environment and interaction of the roles on PMO value contributions. The findings confirm that PMOs have an essential organizational role creating a fit between organization assets.
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Flyverbom, Mikkel, and Christina Garsten. "Anticipation and Organization: Seeing, knowing and governing futures." Organization Theory 2, no. 3 (2021): 263178772110203. http://dx.doi.org/10.1177/26317877211020325.
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Anticipation is part of organizational attempts to manage their future affairs and shape their surroundings. Still, the ways in which organizations engage in anticipation have not been sufficiently conceptualized in the field of organization and management studies. This article conceptualizes organizational ways of shaping and orchestrating futures by engaging insights from Foucauldian scholarship that highlight the intersection between what we can see, know and govern. We highlight the importance of processes of knowledge production in governance efforts, and articulate how anticipatory governance is crafted through intricate combinations of resources such as narratives, numbers and digital traces. The main contribution is a conceptual typology outlining four different templates for anticipatory governance in organizational settings that we term ‘indicative snapshots’, ‘prognostic correlations’, ‘projected transformations’ and ‘phantasmagoric fictions’. We posit anticipatory governance as a knowledge-based, performative phenomenon that addresses potential and desirable futures in and between organizations. Such anticipatory activities gauge and guide organizational processes and modes of thinking and acting along different temporal orientations, and have governance effects that makes anticipation performative by its very nature. This understanding of anticipatory governance, we suggest, offers both conceptual contributions and empirical avenues for research in organization and management studies.
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Duffy, Sam, and Patrick G. T. Healey. "The conversational organization of musical contributions." Psychology of Music 42, no. 6 (2014): 888–93. http://dx.doi.org/10.1177/0305735614545501.
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Singh, Poonam. "Lean in healthcare organization: an opportunity for environmental sustainability." Benchmarking: An International Journal 26, no. 1 (2019): 205–20. http://dx.doi.org/10.1108/bij-04-2018-0104.
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PurposeThe purpose of this paper is to provide insights toward the potential of lean healthcare organization for environment sustainability and develop propositions for future studies.Design/methodology/approachThis is a conceptual paper to study the inbuilt capacity of lean healthcare organization to mitigate environmental footprint. As a result, lean compatibility with environmental sustainability (ES) has been explored in areas like manufacturing, supply chain, aviation, construction, etc. The lean philosophy, lean culture and lean tools were analyzed to identify their contribution to ES in the context of healthcare organizations.FindingsBased on the analysis of lean philosophy, culture and tool, this paper theorizes that lean healthcare organizations have huge potential to mitigate environmental footprints. Lean healthcare organizations need not to do any extra effort for ES albeit it is inbuilt in it. Lean philosophy provides a vision to the healthcare organization for ES whereas lean culture bestow healthcare with an epistemology for the same.Research limitations/implicationsThis paper provides insight that ES is embedded in lean healthcare organizations. Lean healthcare organizational culture is ideal for application for constructivism theory where employees construct a new knowledge from their experiences to minimize the waste that eventually help in ES.Originality/valueMajor contributions of the study include a new approach for mitigating the environmental footprints by adopting lean in healthcare organization.
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Cai, Huiru, Anna Carmella G. Ocampo, Simon Lloyd D. Restubog, Kohyar Kiazad, Catherine Midel Deen, and Min Li. "Career Commitment in STEM." Journal of Career Assessment 26, no. 2 (2017): 359–76. http://dx.doi.org/10.1177/1069072717695586.
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In this article, we draw insights from the employee–organization framework to test a model linking offered inducements and expected contributions to career commitment through organizational commitment. Data were collected from 396 full-time chemists and laboratory specialists who work in a large health-care organization in China. Results revealed that organizational commitment mediated the relationships between employee–organization framework (i.e., offered inducements and expected contributions) and career commitment. Moderated mediation analyses further revealed that the conditional indirect effects of offered inducements in predicting career commitment via organizational commitment were stronger for high as opposed to low expected contributions. Implications for theory and practice are discussed.
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Buzzanell, Patrice M. "Introduction to special issue." Learning Organization 25, no. 1 (2018): 2–9. http://dx.doi.org/10.1108/tlo-11-2017-0107.
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Purpose This paper aims to first introduce the four contributions to the themed issue of The Learning Organization entitled “Learning Organization/Organizational Learning and Gender Issues”. Second, the commonalities among these articles function as themes that can generate further research and engaged or problem-driven scholarship and practice. Design/methodology/approach Feminist critique. Findings These articles challenge commonsense, blur boundaries between reality and imagined visions and form a multilevel matrix for understanding and change regarding gendered learning organizations. Originality/value As an introduction to a special issue, this essay summarizes and extends on the four contributions and then extends the insights to encourage discovery, learning and engagement.
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De Oliveira Lucas, Hugo Manuel, Lisete Dos Santos Mendes Monico, and Florencio Vicente Castro. "PSYCHOLOGICAL CAPITAL OF INDIVIDUALS: WHAT CONTRIBUTIONS FOR ORGANIZATIONS?" International Journal of Developmental and Educational Psychology. Revista INFAD de Psicología. 5, no. 1 (2016): 417. http://dx.doi.org/10.17060/ijodaep.2014.n1.v5.701.
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Abstract.The research about positive psychology establishes a link between high levels of optimism and hope with the physiological state and psychological well-being of individuals. The present article analyses the Psychological Capital and its pertinence in the current contextualization of organizations. The following are considered POB (Positive Organizational Behaviour) states: hope, resilience, trust and optimism. The sample is composed by 301 employees from Portuguese organizations, aged between 18 and 67 and with diverse academic qualifications and organizational functions. We applied the PsyCap Questionnaire (Luthans, Youssef, & Avolio, 2007), comprising four factors: Hope, Resilience, Optimism, and Self efficiency. The results indicate that the highest score corresponds to Self-efficiency, followed by Hope, Resilience and, lastly, Optimism. The psychological capital is analyzed according to personal data (gender, age, and academic qualifications), information concerning professional status (professional situation, time of work in the organization, managerial duties performance, and liquid monthly salary), and the organizational variables (size of the organization). The results are discussed taking into account the contributions of positive psychological capital, and the impact of current crisis scenario in lower levels of optimism.Keywords: Psychological Capital; Organizations; EmployeesResumo.A investigação sobre psicologia positiva estabelece uma relação entre níveis elevados de otimismo e de esperança com estados fisiológicos e psicológicos de bem-estar dos indivíduos. O presenta artigo abordada o Capital Psicológico e a sua pertinência na contextualização atual das organizações. Consideram-se como estados POB (Positive Organizational Behavior) a esperança, a resiliência, a confiança e o otimismo. A amostra é composta por 301 colaboradores de organizações portuguesas, com idades compreendidas entre os 18 e os 67 anos e com diversas habilitações académicas e funções organizacionais. Aplicámos o PsyCap Questionnaire (Luthans, Youssef, & Avolio, 2007), composto por quatro fatores: Esperança, Resiliência, Otimismo e Autoeficácia. Os resultados indicam que a pontuação mais elevada corresponde à Autoeficácia, seguindo-se a Esperança, a Resiliência e, por último, o Otimismo. O capital psicológico é analisado em função de dados pessoais (género, idade e habilitações literárias), de informações referentes à condição profissional (situação profissional, tempo de trabalho na organização, desempenho de funções de chefia e vencimento líquido mensal) e a variáveis organizacionais (dimensão da organização). Os resultados são discutidos atendendo aos contributos do capital psicológico positivo e ao cenário de crise atual se repercutir em níveis menores de otimismo.Palavras-chave: Capital psicológico; Organizações; Trabalhadores
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Soulsby, Anna, and Ed Clark. "Organization theory and the post-socialist transformation: Contributions to organizational knowledge." Human Relations 60, no. 10 (2007): 1419–42. http://dx.doi.org/10.1177/0018726707083470.
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Daugirdas, Kristina, and Gian Luca Burci. "Financing the World Health Organization." International Organizations Law Review 16, no. 2 (2019): 299–338. http://dx.doi.org/10.1163/15723747-01602005.
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When it comes to financing the work of international organizations, voluntary contributions from both state and non-state actors are growing in size and importance. The World Health Organization (WHO) is an extreme case: voluntary contributions – mostly earmarked for particular purposes – comprise more than 80 percent of its funds. Moreover, non-state actors supply almost half of WHO’s funds, with the Bill and Melinda Gates Foundation ranking as the second-highest contributor after the United States. A number of public-health and international relations scholars have expressed alarm over these trends, arguing that heavy reliance on voluntary contributions is inconsistent with genuine multilateralism. Relying on interviews with current and former WHO officials, our study explores the causes and consequences of these trends, and recent efforts by member states and the WHO secretariat to reconcile growing reliance on voluntary contributions with multilateral governance. We describe the headway WHO has made in mitigating the risks associated with heavy reliance on voluntary contributions – as well as the challenges that persist. Most importantly, we argue that multilateralism is not categorically incompatible with reliance on voluntary contributions from both state and non-state actors. Collective multilateral decision-making is not a binary feature, either present or absent. Even if the final decision to provide voluntary contributions is up to individual donors, international institutions have opportunities to regulate such contributions both in terms of substance and process. The more heavily regulated voluntary contributions are, the more embedded they become in collective decisions, and the less tension there is between multilateralism and reliance on voluntary contributions.
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Takao, Yoshiaki. "Effects of Organizational Identifications on Supportive Behavior toward Former Organizations." International Journal of Business and Management 11, no. 10 (2016): 80. http://dx.doi.org/10.5539/ijbm.v11n10p80.
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Recent research has highlighted possible benefits to companies from former employees. This study draws on organizational identification research to explore the factors that affect former employees' supportive behavior toward their former organizations. The analysis of the data obtained from 302 Japanese employees indicated that supportive behavior toward a former organization positively correlates to identification with a former organization and the perceived prestige of the organization. Furthermore, the results also revealed that the relationship between supportive behavior toward a former organization and identification with the organization is moderated by the perceived prestige of the former organization and identification with the present organization. The theoretical contributions of the study are twofold. First, the findings suggest that drawing on organizational identification literature can advance research on the positive influence of employee mobility. Second, the study is the first attempt to address identifications with both the former organization and present organization simultaneously.
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Browning, Nicholas, Ejae Lee, Young Eun Park, Taeyoung Kim, and Ryan Collins. "Muting or Meddling? Advocacy as a Relational Communication Strategy Affecting Organization–Public Relationships and Stakeholder Response." Journalism & Mass Communication Quarterly 97, no. 4 (2020): 1026–53. http://dx.doi.org/10.1177/1077699020916810.
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This article conceptualizes organizational advocacy as a relational communication strategy by which organizations take stances on controversial, sociopolitical issues to signal shared commitment with key publics. The authors conducted a series of two-by-two experimental surveys—controlling whether an organization took a defined position (advocacy vs. silence) and whether it acted alone or in line with peers (leader vs. follower)—across both less partisan (Study 1) and highly partisan (Study 2) issues. Findings indicate advocacy is an effective relational communication strategy that strengthens organization–public relationships (OPRs) and increases publics’ support for the organization. Theoretical contributions and practical applications are discussed.
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Amali, Lanto Ningrayati, Lillyan Hadjaratie, and Sitti Suhada. "The Influence of Organizational Culture in Application of Information Technology Governance." Journal of Information Systems Engineering and Business Intelligence 4, no. 1 (2018): 1. http://dx.doi.org/10.20473/jisebi.4.1.1-10.
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In this era of globalization, an organization needs to adapt to the competitions in order to maintain its existence. However, information technology (IT) governance development and application is sometimes not effective, which consequently ends as a failure. Such extent is attributable to lack of thorough analysis of organizational needs, particularly, in the scope of organizational culture. In this regards, this study attempts to carry out the contributions of organizational culture aspect to the development of IT governance. Good strategies of IT governance are ordinarily well applied in most organizations. The organizations, in fact, struggle to find a proper framework or model of IT governance with their characters. A quantitative method through document study and questionnaire. The data were obtained through The Organizational Culture Assessment Instrument (OCAI) questionnaire with 450 respondents. The importance of organizational culture towards the application of IT governance that an organization can decide a suitable model of development with the organization goals. The role of organizational culture is crucial for the leader, as one key factor of success in IT governance, in formulating harmonious strategies of IT utilization policy with business strategy. Furthermore, it also acts as a recommendation for organizations to design better IT governance which is suitable for organization strategies and vision.
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Morrow, Wendy White, and P. Chelladurai. "The Structure and Processes of Synchro Canada." Journal of Sport Management 6, no. 2 (1992): 133–52. http://dx.doi.org/10.1123/jsm.6.2.133.
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A successful national sport organization, Synchro Canada, was described in terms of three structural characteristics (formalization, centralization, and complexity) and five processes (activities to ensure resources, work flow, control, identification, and homeostatic activities) based on evidence from documents and, to a limited extent, from interviews. Eighty-five subjects from four constituent groups (administrators, judges, coaches, and athletes) responded to a questionnaire that assessed their perceptions regarding the contributions of the selected organizational characteristics to Synchro Canada's overall effectiveness. The analyses showed that the organization's structures and processes were consistent with the literature in organization theory. From an overall perspective, the respondents perceived the structural and process characteristics as contributing to overall effectiveness. However, the coaches as a subgroup viewed the dimensions of activities to ensure resources, control activities, and centralization as detracting from effectiveness.
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Fotaki, Marianna, Kate Kenny, and Sheena J. Vachhani. "Thinking critically about affect in organization studies: Why it matters." Organization 24, no. 1 (2017): 3–17. http://dx.doi.org/10.1177/1350508416668192.
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Affect holds the promise of destabilizing and unsettling us, as organizational subjects, into new states of being. It can shed light on many aspects of work and organization, with implications both within and beyond organization studies. Affect theory holds the potential to generate exciting new insights for the study of organizations, theoretically, methodologically and politically. This Special Issue seeks to explore these potential trajectories. We are pleased to present five contributions that develop such ideas, drawing on a wide variety of approaches, and invoking new perspectives on the organizations we study and inhabit. As this Special Issue demonstrates, the world of work offers an exciting landscape for studying the ‘pulsing refrains of affect’ that accompany our lived experiences.
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Tooley, Stuart, and Jill Hooks. "Accounting for Volunteers: Enhancing Organizational Accountability and Legitimacy." Nonprofit and Voluntary Sector Quarterly 49, no. 1 (2019): 93–112. http://dx.doi.org/10.1177/0899764019853041.
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Volunteers are mission-critical resources, and the ongoing ability of many nonprofit organizations to serve their constituencies is dependent on such contributed services. Utilizing an online questionnaire administered to coordinators of volunteers, the study investigates perceptions and practices in the Australian nonprofit sector in the reporting of volunteer contributions of services. We find ( N = 166) that although organizations place high value on volunteer contributions, the benefits and impact are rarely reported. The majority of respondents consider that a statement of volunteer contributions should be included alongside financial statements to give a more complete representation of organizational performance. This would enhance the accountability and legitimacy of the organization. No regulatory requirement to report and a lack of resources are cited as the predominate reasons for current nondisclosure. The findings support the need for a best practice model for recording and reporting volunteer contributions to recognize the significance of the resource.
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Whitford, Andrew B., H. Brinton Milward, Joseph Galaskiewicz, and Anne M. Khademian. "A Place at the Table: Organization Theory and Public Management." Perspectives on Public Management and Governance 3, no. 2 (2020): 77–82. http://dx.doi.org/10.1093/ppmgov/gvaa008.
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Abstract In November 2018, the University of Arizona’s School of Government and Public Policy hosted an international workshop on the role of organization theory in public management. The intention was to renew interest in organization theory in public management research. Scholars such as Herbert Simon, Herbert Kaufman, and Richard Selznick made seminal contributions to organization theory through the study of public organizations from the 1940s through the 1960s. In our estimation, organization theory is underrepresented in public administration scholarship for the last several decades. There are natural reasons for this trend, including the discipline’s turn towards organizational behavior and the ascendancy of techniques that advance the study of large datasets and those that allow for experimental control. The recent emergence of “behavioral public administration” is a prominent example of this evolution. This symposium is an attempt to make a place at the table of public management for organization theory. The articles in this symposium contain articles from scholars who operate in the tradition of classic organization theory in new and innovative ways to lend intellectual purchase to studies of public organizations and public organizational networks.
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Teng-Calleja, Mendiola, Maria Regina M. Hechanova, Pinky Rose Sabile, and Angelique Pearl Virtue P. Villasanta. "Building organization and employee resilience in disaster contexts." International Journal of Workplace Health Management 13, no. 4 (2020): 393–411. http://dx.doi.org/10.1108/ijwhm-09-2019-0122.
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PurposeThis study explored the resilience-building initiatives of work organizations using the Johns Hopkins Resistance–Resilience–Recovery Model. It also determined how resilience-building initiatives increase organizational resilience and promote employee resilience.Design/methodology/approachThe study employed an exploratory sequential mixed-methods approach. In Study 1, resilience-building initiatives of selected work organizations in the Philippines were determined through qualitative research. A survey questionnaire to determine the presence of resistance, resilience and recovery programs in organizations was developed based on the results of this qualitative study. In Study 2, the empirical relations of these initiatives to reported levels of perceived organizational resilience as well as individual employee resilience were determined through a quantitative survey among employees. Data was analyzed using structural equation modeling.FindingsThe findings of the study described resistance, resilience and recovery programs in work organizations. Results also supported the hypothesis that the presence of resilience-building initiatives contributes to organizational resilience, which in turn affects employee resilience.Research limitations/implicationsThe relatively low contribution of organization initiatives on organization resilience suggests that other factors may need to be explored. Also, despite using a sequential mixed-method approach, conducting longitudinal studies in future research will provide more robust data on the impact of interventions on resilience.Practical implicationsManagement may use the results in identifying initiatives that can increase resilience in their organizations. The tool created may be utilized in gathering data on initiatives and help those in-charge of disaster risk reduction and management build a business case on the importance of investing in resilience-building efforts.Originality/valueThe study identified resilience-building initiatives of work organizations in a country that regularly experiences disasters as well as demonstrated the utility of the Johns Hopkins Model as framework for resilience building in the workplace. A survey questionnaire to determine the presence of resistance, resilience and recovery programs in organizations was developed through the exploratory study (Study 1), and the contributions of these initiatives to resilience of employees and organizations were established in Study 2.
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Ellström, Per-Erik, Mattias Elg, Andreas Wallo, Martina Berglund, and Henrik Kock. "Interactive research: concepts, contributions and challenges." Journal of Manufacturing Technology Management 31, no. 8 (2020): 1517–37. http://dx.doi.org/10.1108/jmtm-09-2018-0304.
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PurposeThis paper introduces interactive research as an emerging approach within a broad family of collaborative research approaches in management and organization research. Interactive research is a way to contribute to the dual tasks of long-term theory development and innovation and change processes in organizations. One of the distinguishing features of interactive research is a focus on continuous joint learning processes between the researchers and the involved practitioners.Design/methodology/approachThe basic concepts, contributions and challenges of the interactive research approach are presented and illustrated in the present paper through a practical case, the HELIX Centre.FindingsInteractive research is a way to advance scientific knowledge about the development of new types of work organizations and the development of sustainable operations. The multi-disciplinary and interactive research approach at HELIX has made it possible to reach a high degree of both rigour and relevance in research questions and projects. The authors identified five principles from the HELIX case that were instrumental in accomplishing the dual tasks of interactive research.Originality/valueThe interactive research approach is a powerful method of collaboration between different stakeholders throughout the research process. This type of research makes it possible to interact at various levels of research, from the programme level, to research and development projects, to the individual level. The results from interactive research should not only be considered traditionally valid but also valid in relation to organizational and societal needs.
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Farmer, Steven M., and Donald B. Fedor. "Changing the focus on volunteering: an investigation of volunteers’ multiple contributions to a charitable organization." Journal of Management 27, no. 2 (2001): 191–211. http://dx.doi.org/10.1177/014920630102700204.
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Despite the fact that over half of the people in the US volunteer each year, there is little theoretical or empirical understanding of volunteer performance. In response, this study examined executive-level volunteers’ multiple contributions of personal resources to a national health care advocacy organization. We expected higher contributions when demands from volunteer roles do not exceed desired levels of contribution, interaction with other volunteers is higher, role investments are higher, and motives to join are consistent with organization’s mission. Regression analyses supported the relation of contributions to social interaction, role investments, and volunteer motives. Suggestions for enhancing the level of volunteer contributions to the organization are made.
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Richman, Nicole. "Human Resource Management and Human Resource Development: Evolution and Contributions." Creighton Journal of Interdisciplinary Leadership 1, no. 2 (2015): 120. http://dx.doi.org/10.17062/cjil.v1i2.19.
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<p>Research agrees that a high performance organization (HPO) cannot exist without an elevated value placed on human resource management (HRM) and human resource development (HRD). However, a complementary pairing of HRM and HRD has not always existed. The evolution of HRD from its roots in human knowledge transference to HRM and present day HRD activities reveals that environmental, social, and political influences have escalated the need for organizations to focus employee development in the areas of flexibility, innovation, and capability. The following review illustrates the importance of HRM and HRD to organizational leadership. Furthermore, the research examined builds a close association betwee HPO and the skills transferred through an effective collaboration of HRM and HRD activities.</p><div> </div>
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Fee, Anthony. "The Hidden Contributions of Local Staff When Hosting International Development Volunteers." Nonprofit and Voluntary Sector Quarterly 50, no. 5 (2021): 1029–52. http://dx.doi.org/10.1177/0899764021995245.
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This exploratory study identifies what additional work-roles local staff take on when their organization hosts a long-term international development volunteer, and explains why they do this. Analyzing interview data from a sample of local employees in Vietnamese organizations, the study identifies five work-roles: two that buttressed “volunteer and organization readiness” (preparing and orienting) and three that facilitated “volunteer performance” (translating, advocating, and mediating). These roles, often outside the formal work-role and expertise of the local employees, added to their cognitive and emotional loads and to a large extent went unrecognized by their employers. They were motivated by a combination of personal benefit (notably, opportunities to learn) and reciprocity norms that appear influenced, in part, by respondents’ cultural conditioning. The implications of this for volunteer-involved organizations, volunteers, and locals are discussed.
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Lee, Jee Young, Yumi Seo, Wonho Jeung, and Joon-ho Kim. "How ambidextrous organizational culture affects job performance: A multilevel study of the mediating effect of psychological capital." Journal of Management & Organization 25, no. 6 (2017): 860–75. http://dx.doi.org/10.1017/jmo.2017.38.
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AbstractAmbidexterity organization, which is defined as the ability of an organization to simultaneously pursues exploration and exploitation, has received attention by researchers who have examined its beneficial effect on organizational performance and success. This study attempted to examine the positive effect of ambidextrous organization culture (AOC), which is regarded as the core characteristic of ambidextrous organizations by using a multilevel model. Specifically, this study examined the effects of AOC on members’ job performance and the mediating role of psychological capital in the relationship between AOC and job performance. The results indicated that AOC had a significantly positive relationship with job performance even after controlling various organizational and individual variables. Moreover, we found that psychological capital fully mediated the relationship between AOC and members’ job performance. This study provides theoretical contributions by empirically examining the positive effect and mechanism of AOC. Furthermore, this study offers practical implications in how practitioners can manage their organizational culture, by helping shape the direction of organizational culture management.
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Miller, Angie, Rachel Skaggs, and Amber Dumford. "The Characteristics and Contributions of Arts Organization Founders." Business Creativity and the Creative Economy 4 (2018): 63–75. http://dx.doi.org/10.18536/bcce.2018.10.8.1.07.
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Scherer, F. M. "Leonard Weiss' contributions to research in industrial organization." Review of Industrial Organization 10, no. 2 (1995): 127–37. http://dx.doi.org/10.1007/bf01029671.
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SATTERLIE, RICHARD A., and ANN E. KAMMER. "Invertebrate Neuromuscular Organization: Peripheral Contributions to Behavioral Variability." American Zoologist 35, no. 6 (1995): 517–19. http://dx.doi.org/10.1093/icb/35.6.517.
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Okina, E., T. Manon-Jensen, J. R. Whiteford, and J. R. Couchman. "Syndecan proteoglycan contributions to cytoskeletal organization and contractility." Scandinavian Journal of Medicine & Science in Sports 19, no. 4 (2009): 479–89. http://dx.doi.org/10.1111/j.1600-0838.2009.00941.x.
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Robertson, Lynn C., and Marvin R. Lamb. "Neuropsychological contributions to theories of part/whole organization." Cognitive Psychology 23, no. 2 (1991): 299–330. http://dx.doi.org/10.1016/0010-0285(91)90012-d.
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Marinescu, Simona Ioana, and Mihail Aurel Țîțu. "Contributions Regarding the Utilization of Neural Networks in SME's Management." Applied Mechanics and Materials 657 (October 2014): 906–10. http://dx.doi.org/10.4028/www.scientific.net/amm.657.906.
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Due to the fact that there isnt a clear definition of the terms neural network" and "neuronal network" [1,2], the current paper aims to establish it by a range of comparative research. With the help of some charts, based on the structure of some SMEs (Small and Medium Enterprises), the parts that define the structure of the neuron will be compared with the general structure of an organization, in order to reproduce the neuron in the structuring level of an organization and give a meaning to the term of "organizational neuron. Sometimes it is necessary to take managerial decisions under uncertainty and / or risk, so any method that gives forecasting information to the manager is welcome [3,4]. It is considered that the use of Artificial Neural Network (ANN) can be constituted (embodiments of many other methods) in an appropriate instrument for taking the correct decisions in the organizational management. As a result, a case on how to use an ANN will be presented, based on certain characteristics of a company. It aims at presenting how a biological neuron will be transposed into an artificial neuron (people or departments within the company) and its reproduction at a structure level of the organization (functions of the nucleus, axon, dendrites, and so on).
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Rhodes, Carl, and Edward Wray-Bliss. "The ethical difference of Organization." Organization 20, no. 1 (2012): 39–50. http://dx.doi.org/10.1177/1350508412460999.
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Noting that from its very inception Organization laid claim to having a central interest in the ethics and politics of organization, in this article we review contributions to the Journal over the past 20 years in order to consider the ethical thinking that has developed. We suggest that there is a common thread of ethical interest that characterizes much of this work—one that clearly differentiates it from more conventional approaches to business ethics. While business ethics has as its locus of interest the ethicality of organizations themselves, central issues that have emerged in Organization concern how individuals might (or might not) maintain a valued experience of themselves as ethical subjects despite the behaviour of organizations, and how organizational arrangements might be politically contested in the name of ethics. We explore this in relation to a question that unites much of the study of ethics in Organization: how do we live (and work) together in a world beset by difference? We consider this question in terms of the issue of ethical subjectivity and the relation between an ethics of consensus and an ethics of difference. The article concludes much as the Journal started—with the proposal that ethics remains a pressing challenge for critical scholarship and practice.
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DeBartolo, David M. "Identifying International Organizations’ Contributions to Custom." AJIL Unbound 108 (2014): 174–78. http://dx.doi.org/10.1017/s2398772300002117.
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It is widely acknowledged that international organizations (IOs) indirectly affect customary international law by catalyzing and focusing State practice. But next year the International Law Commission and Michael Wood, its Special Rapporteur on the Identification of Customary International Law, are primed to address a more contentious issue: when and how IOs can directly contribute, like States, to custom.This past summer the Commission’s Drafting Committee provisionally adopted a draft conclusion stating that “[i]n certain cases, the practice of international organizations also contributes to the formation, or expression, of rules of customary international law.” Based on Wood’s Second Report dated May 2014, three topics merit particular attention in the year ahead: 1) distinguishing State practice from IO practice, 2) scrutinizing potentially relevant types of IO practice, and 3) considering types of cases in which such IO practice might contribute to custom. (While the Drafting Committee declined to include definitions in its draft conclusions, this article defines “IO” as Wood did in his Second Report: “an intergovernmental organization.”)
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Li, Wei, Evelyn McDowell, and Michael Hu. "Effects of Financial Efficiency and Choice to Restrict Contributions on Individual Donations." Accounting Horizons 26, no. 1 (2012): 111–23. http://dx.doi.org/10.2308/acch-10229.
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SYNOPSIS This study examines whether and how a nonprofit organization's financial efficiency and its solicitation type—namely, whether it allows donors the ability to restrict contributions to their preferred choices—influence individual donations. We find that a nonprofit organization's financial efficiency indirectly influences individual donations through its effect on donors' confidence. We also find that a nonprofit organization receives significantly more donations when it allows donors to restrict donations to their preferred choices than when it does not. This positive effect is greater when the organization reports low efficiency than when it reports high efficiency. Thus, allowing the restriction of donations not only influences individual donations directly, but also compensates for the effect of low efficiency on donations.
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Rodgers, Diane M., Jessica Petersen, and Jill Sanderson. "Commemorating alternative organizations and marginalized spaces: The case of forgotten Finntowns." Organization 23, no. 1 (2015): 90–113. http://dx.doi.org/10.1177/1350508415605110.
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Alternative organizations have become increasingly of interest in organizational theory. Previously understudied, these organizations have also been ignored or forgotten in the dominant narratives and spaces of commemoration. This further limits what we know about the past and the potential of alternative organizations. To illustrate this problem, we offer a specific case study of the forgotten alternative organizations and marginalized space of a former Finntown alongside the commemorative narratives and practices of capitalist entrepreneur heritage spaces. Extending organization theory on memory and forgetting, we detail how commemoration not only tends to legitimate capitalist forms of organizing, but also excludes alternatives. Finntowns, with their emphasis on cooperative organizations and community, provide a unique opportunity for organization studies to explore commemoration and forgetting in terms of power relations, time, and space. These marginalized spaces contained alternative organizations coexisting and contrasting with dominant capitalist organizations. Remembering their contributions means taking alternative organizations seriously, acknowledging their historic importance as well as their ability to be models for contemporary organizations.
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Ledimo, Ophillia. "The role of transformational leadership and organizational culture in service delivery within a public service organization." Journal of Governance and Regulation 3, no. 3 (2014): 44–51. http://dx.doi.org/10.22495/jgr_v3_i3_p5.
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Continuous changes in the external environment deriving from legislative, economic and technological factors, puts pressure not only to corporate organizations, but also to public service organizations. These changes have increased pressure on service delivery and calls for accountability in public service organizations. With this increased pressure comes the need for public service organizations to discover how to most effectively enhance their organizational performance. Two of the most effective ways to improve performance are through the organizational leadership and culture. Although many studies were conducted on transformational leadership and organizational culture, there is still a need to investigate the link between these constructs in public service organizations. Hence the objective of this study was to explore the relationship between transformational leadership and organizational culture for service delivery practices. The Leadership Practice Inventory (LPI) and Organizational Culture Inventory (OCI) were administered to a random sample size of N=238, from a population of 4350 employees working within the public service organization. Descriptive statistics and Pearson’s correlation were conducted to analyse the data. The results of this study indicated a significant positive relationship between transformational leadership and the constructive dimension of organizational culture within a public service organization. In terms of contributions and practical implications, insight gained from the findings may be used in proposing leadership and organizational development interventions and future research.
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Al-Zabidi, Ayoub, Ateekh Ur Rehman, and Mohammed Alkahtani. "An Approach to Assess Sustainable Supply Chain Agility for a Manufacturing Organization." Sustainability 13, no. 4 (2021): 1752. http://dx.doi.org/10.3390/su13041752.
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Worldwide business organizations realize that agility of sustainable supply-chain is a requisite need for survival in a dynamic, competitive, and unpredictable market. The contribution of this research is to explore and evaluate sustainable agility in supply chains for a dairy manufacturing organization located in Saudi Arabia. Other contributions of this research are to update the literature about the different factors contributing to achieve agile supply chain, propose conceptual framework and assessment approach incorporating the relationships between sustainable supply-chain capabilities, enablers, and attributes, and shortlisting the agility barriers and how they would facilitate manufacturing organizations’ performance. The paper presents supply chain agility evaluation approach, which covers identification of agile supply-chain capabilities and drivers. It also presents a conceptual model and a framework to define agility level and barriers within the supply-chain. In the paper, fuzzy logic approach is preferred, owing to its capability to incorporate and deal with problems involving impreciseness and vagueness phenomena. Threshold-value in this study for the case organization is set to 0.24829. The outcome of the adopted approach indicates that 21 attributes performed below the threshold value; these attributes are further categorized as agility barriers. These are the barriers within their supply chain that impact the agility-level. For the case organization, the foremost priority is to enhance maintainability and serviceability to make it flexible and inexpensive to establish an agile responsive supply chain. At the same time, it should have priority to focus on development and integration of their core competencies to deal with cross-functional and cross-enterprise issues in supply chain. For the case organization, the agility level was found “very agile,” although it is below the “extremely agile.” Thus, a study was developed to understand the behaviour of the supply chain agility and assess/evaluate it to support decision makers in order to develop a strategic solution for different organizational barriers.
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Schnugg, Claudia, and BeiBei Song. "An Organizational Perspective on ArtScience Collaboration: Opportunities and Challenges of Platforms to Collaborate with Artists." Journal of Open Innovation: Technology, Market, and Complexity 6, no. 1 (2020): 6. http://dx.doi.org/10.3390/joitmc6010006.
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Artists are often seen as innovators and producers of creative and extraordinary new ideas. Additionally, experiencing art and artistic processes is an important opportunity for learning and exploration. Thus, corporations and scientific organizations have experimented with initiatives that generate artscience collaboration, such as fellowships, long-term collaborations with artists, and artist-in-residence programs. Looking at outcomes in the long-term, it is possible to identify important contributions to scientific, technological, and artistic fields that stem from artscience collaboration opportunities in organizations. On the other hand, it is often difficult to define immediate tangible outcomes of such processes as innovation as interdisciplinary interaction and learning processes are valuable experiences that do not always manifest directly in outcomes that can be measured. Drawing from cases of artscience programs and qualitative interviews with program managers, scientists, and artists, this article explores how artscience collaboration in an organization adds value and helps overcome organizational challenges regardless of such outcomes. By shifting the focus from the outcome to the process of artscience collaboration, it is possible to discover in more depth value-added contributions of artscience experiences on an individual level (e.g., new ways of knowing and thinking, understanding of materials and processes, and learning). Moreover, such contributions tell stories of connecting the process of artscience programs to the organizations’ goals of developing a new generation of leaders and driving a more adaptive, innovative culture. These benefits of artscience opportunities need to be supported by managerial activities in the organization. Thus, it enables a more differentiated understanding of possible contributions of artscience collaboration to organizations and helps to define the best model to create such opportunities. The article also recommends future research directions to further advance artscience collaboaration, especially in light of pertinent movements such as STEAM and Open Innovation, and promising developments in related fields such as neuro-aesthetics.
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Sutarman, Sutarman. "PENDIDIKAN ISLAM DI INDONESIA: RESTROPEKSI DAN PROYEKSI MODERNISASI PENDIDIKAN ISLAM DI INDONESIA." Al-Misbah (Jurnal Islamic Studies) 1, no. 2 (2013): 138–54. http://dx.doi.org/10.26555/almisbah.v1i2.86.
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Modern Islam Education in Indonesia are generally are influenced by Muhammadiyah organization. As we know that organization of Muhammadiyah has many schools from the Playgroup until the University. Not only Muhammadiyah, NU organization also gives some contribution of education in Indonesia, especially a boarding school. Not only both of the private organization which give some contributions in education, there are also many pionirs of Islamic education in Indonesia that have given the contributions, as like Ki Hajar Dewantara, Harun Nasution, Mukti Ali, Malik Fajar, etc. They dreamed to the generation that would combine intellectual†enlightenment†with pure spirituality, wisdom, and continuous activism. Being extraordinarily knowledgeable in religious and social sciences and familier with principle of material sciences. So, the equilibrium for society are able to be gotten.
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Fortaleza, Keynayanna Késsia Costa, Éverton Oliveira Cabral, and Larissa Bortoluzzi Rigo. "Theoretical contributions on the midiatization and regionalization of communication." Journal of Social Sciences, Humanities and Research in Education 3, no. 1 (2020): 14–21. http://dx.doi.org/10.46866/josshe.2020.v3.n1.82.
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Since the 1980s, an intense process of Midiatization and Regionalization of Communication has been observed in Brazil. Such sociocultural, economic and technological changes reflect on the evolution of media processes, being present in the modes of organization and functioning of the media with society. This article, produced through a case study (YIN, 2005), addresses the business and communication altogether of the Claudino Group, Coca-Cola and Fiat, which through the structuring and development of a regional media retain public and establish a positive image of its brand in the Brazilian media context. For theoretical construction purposes, the concepts of the following authors were considered: Fadul (2007), Neto (2008), Peruzzo (2009), Lima (2005), Melo (2006), Braga (2012) and Branco (2012). We note that the actions developed in the context of the communication of both organizations ended up building and implementing new interactional processes, also triggering the influence of the organization on the culture of a given locality. (Image by Sasin Tipchai from Pixabay)
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Ulrich, Dave. "HR’s ever-emerging contribution." Strategic HR Review 19, no. 6 (2020): 251–57. http://dx.doi.org/10.1108/shr-08-2020-0071.
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Purpose This paper aims to examine the future contribution of human resources (HR) in three areas: first, the evolution of four waves of HR value creation leading to an outside-in focus. Second, HR insights about individual competence (talent), leadership and organization capabilities (culture). Third, creating more effective HR departments and upgrading HR professionals. Design/methodology/approach The author, Dave Ulrich, has worked extensively on HR theory, research and practice. This paper synthesizes and extends his (and others’) thinking about HR’s evolving contributions. Findings HR is not about HR, but about helping an organization succeed in the marketplace through talent, leadership and organization. HR departments can be assessed and improved based on nine dimensions and HR professionals can recognize and master competencies that help them deliver value. Originality/value Reading should come away recognize where HR can continue to contribute to individual and organizational success through thinking outside in, delivering HR agenda (talent, leadership and organization), and improving the HR department and upgrading HR professionals.
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Cai, Hui-Ru, Min Li, and Pian-Pian Guan. "Fostering Managers' Knowledge-sharing Behavior: The Impact of the Employee–Organization Relationship." Social Behavior and Personality: an international journal 44, no. 4 (2016): 669–77. http://dx.doi.org/10.2224/sbp.2016.44.4.669.
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Fostering managers' knowledge sharing is very important in the utilization and leverage of organizational knowledge. In this study, we used social cognitive reinforcement theory, which is derived from social learning theory, to examine how the employee–organization relationship (EOR) influences managers' knowledge-sharing behavior. We surveyed 550 frontline managers from 19 Chinese companies regarding the 2 components of EOR (expected contributions and offered inducements) and knowledge sharing. The results showed that expected contributions positively influenced knowledge sharing, and that offered inducements reinforced the relationship between the employee and the organization. Thus, compared to other approaches, a mutual investment approach, in which employers expect high levels of employee contributions and offer extensive inducements, will foster a higher level of knowledge sharing. Implications for future research are discussed.
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Єлагін Віктор Павлович та Мартиненко Наталія Василівна. "АДМІНІСТРУВАННЯ ПЕНСІЙНИХ ВНЕСКІВ В КРАЇНАХ – ЧЛЕНАХ ЄВРОПЕЙСЬКОГО СОЮЗУ: ДОСВІД ДЛЯ УКРАЇНИ". International Academy Journal Web of Scholar, № 2(44) (28 лютого 2020): 3–12. http://dx.doi.org/10.31435/rsglobal_wos/28022020/6910.
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 The article analyzes the state management of pension systems for the organization of the exercise of powers to administer pension contributions in the countries − members of the European Union. The models of organization of administration of pension contributions are investigated. As suggestions for priority areas of modernizing the pension system of Ukraine on the example of the experience of countries − members of the European Union, the following are highlighted: attracting employees to participate in financing the pension system; the introduction of mandatory funded pensions with the payment of additional contributions by employees in excess of the unified social contribution to compulsory state pension insurance and the transition to a conditional savings system; differentiation of the unified social contribution rate for compulsory state pension insurance taking into account the state of economic development of the regions (high, medium, below average).
 
 
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Šņitņikovs, Aleksejs. "REINSTATING FUNCTIONALISM IN THE FIGURATIONAL APPROACH TO ORGANIZATIONS." SOCIETY. INTEGRATION. EDUCATION. Proceedings of the International Scientific Conference 6 (May 28, 2021): 517–28. http://dx.doi.org/10.17770/sie2021vol6.6337.
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Over the past two decades, there have been attempts to apply ideas from figurational sociology founded by Norbert Elias in research of different aspects of organizational life. The central contributions are derived from his theory of the civilizing process and the principles of process sociology. While this research mostly is relevant for contemporary organization theory, many contributions tend to emphasize Elias’s relational approach to the neglect of his functionalism, which underlies the whole corpus of Elias’s works. Rediscovery of Elias’s functionalism opens up the way for a fruitful reinterpretation of the central concept of his sociology, figuration, and enables to find new ways of combining figurational sociology with more familiar approaches to organization theory, in particular, with contingency theory. This helps to identify the factor of technology in the theory of the civilizing process and place it in the context of the concepts of figurational sociology such as interdependence, power and subjectivity, which enhances the analytical strength of figurational approach to organizations. The paper discusses some applications of figurational sociology to date and points to new directions in the study of organizations with the use of the conceptual tools of figurational approach.
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Mayasandra N, Ravi Shankar, and Shan L. Pan. "Knowledge Management Initiatives in a Global IT Outsourcing Company: A Case Study of Infosys Technologies." Journal of Information & Knowledge Management 03, no. 01 (2004): 81–96. http://dx.doi.org/10.1142/s0219649204000675.
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Organizations position their formal Knowledge Management (KM) initiatives as a continuous process of deriving strategic benefits from the knowledge resources dispersed in the various internal constituencies. Thus, gaining a deeper awareness of the diverse viewpoints and attributes of their various units is a big challenge for organizations embracing formal KM strategies. Even with the challenges of organization-wide KM forming the theme of a number of studies, we see that these studies mostly feature organizations outside the Asian continent. The KM strategies of Asian organizations remain a relatively uncharted territory. This paper focuses on the KM strategies of Infosys Technologies, a leading Asian Information Technology (IT) firm. Adopting the case study methodology, we look at the consequences of initiating organization-wide formal KM, in four different organizational units within the company. Evidence from the case highlights the unfolding of unintended and intended consequences in the four units, and organizational efforts to reconcile them. Taking a subcultural perspective of the four units offers useful insights in understanding the consequences. The theoretical and managerial contributions of the study to the knowledge management arena are discussed.
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Reis, Thiago, Ana Elisa Bressan Smith Lourenzani, and Joao Guilherme Camargo Ferraz Machado. "Innovation in peanut productive chain in Brazil between 1996-2016." International Journal for Innovation Education and Research 6, no. 5 (2018): 142–54. http://dx.doi.org/10.31686/ijier.vol6.iss5.1046.
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Innovation enables organizations to achieve increased competitiveness, through increased productivity, organization and marketing, with the possible consequence of opening new markets. The case of agro-industrial chains it’s not different, in which the innovations along the chain have repercussion in the whole sector. In this way, this article aims to analyze the contributions of innovation in the groundnut production chain between 1996 and 2016, which went from culture with an import profile in the late 1990’s to the export profile in the 2000’s. It was used a qualitative approach and a descriptive research based on bibliographic research in databases, such as FAOSTAT and CONAB. Through the research it was possible to verify that the technological, marketing and organizational innovations were of great contribution to the recovery of the groundnut culture.
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Cailluet, Ludovic, Hélène Gorge, and Nil Özçağlar-Toulouse. "‘Do not expect me to stay quiet’: Challenges in managing a historical strategic resource." Organization Studies 39, no. 12 (2018): 1811–35. http://dx.doi.org/10.1177/0170840618800111.
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In this paper we explore how a historical strategic resource (HSR) could be used by an organization. We propose that within an organization, HSR is both an asset and an arena for power struggle. Our contributions stand at several levels at the crossroads of strategic management and organizational studies. First, we show the importance of various stakeholders in constructing a HSR. Second, we highlight its complexity due to its embeddedness with history. The fact that a HSR could be akin to a public good implies that its rents are difficult to control for organizations. To uncover what is meant by a historical resource, we first present a review of the resource-based theory and the uses of the past in organizations from the perspective of organization theory and organizational history. We then present our fieldwork, which focuses on Emmaus, a major charity organization in France, and its founder, Abbé Pierre. Based on a historical study covering the period 1949 to 2017 drawing on the organization’s archives, online publications and data from the French national audiovisual archives, we identify visual and rhetorical elements that constitute Abbé Pierre and his past as HSR for the Emmaus organization. Eventually, our paper contributes to the literature by offering a four-dimensional management framework for HSR with appropriation, ownership, maintenance and distancing.
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AYANTUNJI, Oyelekan. "EVALUATION OF THE STRUCTURE OF THE NATIONAL UNION OF CIVIL ENGINEERING CONSTRUCTION, FURNITURE AND WOODWORKERS, NIGERIA AND ITS CONTRIBUTIONS TO THE PROGRESSIVE RELATIONSHIPS AMONG THE STAKEHOLDERS." LASU Journal of Employment Relations & Human Resource Management 1, no. 1 (2018): 252–57. http://dx.doi.org/10.36108/ljerhrm/8102.01.0172.
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This paper discussed the structure of the National Union of Civil Engineering Construction, furniture and woodworkers, Nigeria and its contributions to the existence of a harmonious and progressive relationship among the stakeholders in the union since 1994 when it was formed. The union is a merger of two formerly independent industrial unions from the restructuring of the unions in Nigeria in 1978. The paper identified the contribution of structure as key in the attainment of peace and progressive among the stakeholders in the union and recommends the use of appropriate structure in the running of the affairs of an organization since it has the potentials of contributing to peace and progress in the organization.
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Mishin, S. P. "Optimal multilevel organization modelling for active contributions of principals." Automation and Remote Control 69, no. 7 (2008): 1188–200. http://dx.doi.org/10.1134/s0005117908070102.
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Taylor, Paul. "The United Nations system under stress: financial pressures and their consequences." Review of International Studies 17, no. 4 (1991): 365–82. http://dx.doi.org/10.1017/s0260210500112069.
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This essay is about the response by the United Nations system to financial pressures in the 1980s and early 1990s. These pressures resulted from two developments: the decision of the main contributing states to adopt a policy of zero growth in real terms in the budgets of the organizations; and the additional withholdings by the United States which resulted from the Kassebaum Amendment to the Senate Foreign Relations Act of August 1985. This required a 20 per cent underpayment by the United States of its assessed financial contributions until a range of reforms in budgetary procedures, judged acceptable by the US Administration, had been introduced. The impact of the resulting financial squeeze is considered with particular reference to three Specialized Agencies: the World Health Organization (WHO), the International Labour Organization (ILO), and the Food and Agriculture Organization (FAO).
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Rupčić, Nataša. "Complexities of learning organizations – addressing key methodological and content issues." Learning Organization 25, no. 6 (2018): 443–54. http://dx.doi.org/10.1108/tlo-09-2018-127.
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Purpose The purpose of this paper is to highlight challenges regarding methodological approach in studying learning organizations as well as the following content related issues: knowledge harvesting in project work, role of middle managers in creating energized learning environment, structuring individual activities to promote learning, impact of context-related factors (spaces of performance) and content-related factors (storytelling) on learning in higher education and diverging assessments of learning organizations with regard to hierarchy and organizational size. Design/methodology/approach Conclusions and models presented in the paper have been designed based on the systems perspective, critical thinking and critical review of previous contributions. Findings Findings refer to suggestions regarding further empirical work based on solid normative contributions in the field of learning organizations in general and its specific topics such as learning in project work, organizational design, role of middle managers, learning organization perceptions and learning challenges in higher education. Research limitations/implications Conclusions and models provided in the paper need further empirical testing and validation. Practical implications Implications for practitioners have been identified in terms of recommendations regarding possible methodological approaches in further studies of learning organizations, as well as regarding the following areas: knowledge creation cycle, structuring of individual activities to promote learning, role of middle managers in creating energized learning environment, learning challenges in higher education and divergent assessments of learning organizations regarding organizational hierarchy and size. Originality/value Contributions from previous authors have been systemically and critically reviewed, adapted models have been provided and suggestions for practitioners in this regard have been offered.
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Lukasewicz, Carol L., and Elizabeth Andersson Mattox. "Understanding Clinical Alarm Safety." Critical Care Nurse 35, no. 4 (2015): 45–57. http://dx.doi.org/10.4037/ccn2015113.
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Patient safety organizations and health care accreditation agencies recognize the significance of clinical alarm hazards. The Association for the Advancement of Medical Instrumentation, a nonprofit organization focused on development and use of safe and effective medical equipment, identifies alarm management as a major issue for health care organizations. ECRI Institute, a nonprofit organization that researches approaches for improving patient safety and quality of care, identifies alarm hazards as the most significant of the “Top Ten Health Technology Hazards” for 2014. A new Joint Commission National Patient Safety Goal focusing on clinical alarm safety contains new requirements for accredited hospitals to be fully implemented by 2016. Through a fictional unfolding case study, this article reviews selected contributing factors to clinical alarm hazards present in inpatient, high-acuity settings. Understanding these factors improves contributions by nurses to clinical alarm safety practice.