Academic literature on the topic 'IT/IS organisation design'
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Journal articles on the topic "IT/IS organisation design"
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Huuskonen, Arto Pekka Juhani. "Supply network design in the residential-FM sector." Facilities 32, no. 11/12 (2014): 723–38. http://dx.doi.org/10.1108/f-11-2012-0092.
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Purpose – The purpose of this study is to examine supply network designs that large service organisations use in the residential-FM sector to respond to the organising requirements of their operating environments. Design/methodology/approach – The study is theoretically grounded in the well-established literature on the organisational design and structural contingency theory. Utilising a framework of generic organising problems proposed by Miles and Snow (1978) and a multiple-case study design, the study elaborates how large service organisations organise and manage their supply networks in the Finnish residential-FM sector. Findings – The study identifies four supply network designs that organisations use for responding to the organising problems inherent in the property and resident services domains in the residential-FM sector. These include regional production organisation, horizontal decentralisation, environment stabilisation and demand – supply pooling, reflecting the type of the service-market domain and the organisation’s service strategy. Originality/value – The study contributes to the facilities management literature by expanding the field of inquiry from the commercial real estate sector into the emerging field of professional residential facility services. In particular, the study adds to the discussion on supply strategies and design, offering a service provider perspective to the organisation of service supply in housing.
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Levin, Arnold Craig. "Changing the role of workplace design within the business organisation: A model for linking workplace design solutions to business strategies." Journal of Facilities Management 3, no. 4 (2005): 299–311. http://dx.doi.org/10.1108/14725960510630489.
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With the continuous changing nature of work and increasing demands on business organisations to remain competitive and to continually innovate, while controlling ever increasing real estate costs, the role of the workplace remains the battle ground between an organisation's cost savings strategy, its efforts to retain the status quo, serve as a facilitator of change and stand as a visual statement of the brand. While organisations continue to build facilities that range from newer adaptations of their previous model to what some may deem radical departures with the goal of creating new ways of working, the selection of what course of planning direction to take is still often left to a methodology that is removed from the long‐term strategic objectives of the organisation. Even organisations wishing to use the workplace as an enabler of transformation rely on the imagery of more open and collaborative work areas as the basis for change. Rarely is a connection made to the business strategy and business model of the organisation. Recognising that no matter what the organisational model, work processes are becoming more and more collaborative in nature, businesses appear to be confusing the design of collaborative workspaces with connections to a business strategy. This has created a vacuum in the perception of the role of the workplace within the business organisation and on the way in which workplace‐planning concepts are developed by design consultants. This paper attempts to identify the underlying issues that differentiate workplace design from workplace design strategies and to present a new way of developing these strategies that will change the perceived role of the workplace within the organisation.
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Wäistö, Pia, Juhani Ukko, and Tero Rantala. "Workspace in supporting strategy implementation – a study of 25 knowledge-intensive organisations." Facilities 42, no. 15/16 (2024): 53–69. http://dx.doi.org/10.1108/f-07-2023-0060.
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Purpose Organisational strategy becomes reality by connecting organisation’s resources and capabilities in daily operations, and physical workspace is one of the environments in which this takes place. This study aims to explore to what extent factors required for successful strategy implementation are considered when designing, using and managing workspaces of knowledge-intensive organisations. Design/methodology/approach For the study, managers in 25 large and medium-sized knowledge-intensive organisations were interviewed. The semi-structured interviews focused on organisation’s strategy, strategy implementation practices and workspace design and management. To form a comprehensive framework of strategy implementation success factors for the study, the factors of 11 frameworks were analysed, grouped and renamed. Findings Current workspace design, usage and management mainly support human-related strategy implementation factors. However, both organisation- and human-related factors are needed for the strategy implementation to be successful. Therefore, the organisations studied may have unused potential in their workspaces to ensure strategy-aligned operations and behaviour. Practical implications Due to the potential imbalance between organisation- and human-related strategy implementation factors, a more holistic, organisational-level approach to workspace design, usage and management is recommended to ensure the success of strategy implementation. Originality/value Workspaces have extensively been studied from individual strategy implementation factors’ as well as employees’ perspectives. Prior to this work, there are only few studies exploring workspace in the holistic, strategy implementation context.
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Joshi, Marjo Susanna. "Holistic design of online degree programmes in higher education – a case study from Finland." International Journal of Educational Management 36, no. 1 (2021): 32–48. http://dx.doi.org/10.1108/ijem-12-2020-0588.
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PurposeThe purpose of this paper is to present design principles for holistic design of online degree programmes (ODPs) in higher education (HE). The study adds to previous research on online programme design by examining how the digital competence and pedagogical strategy of a HE organisation can inform holistic ODP design.Design/methodology/approachThis paper presents a case study placed in the context of a Finnish applied HE organisation. Design-based research (DBR) process is used to create holistic design principles for new ODPs. Theoretical framework for the study is digitally competent organisation (Kampylis et al., 2015) and pedagogical strategy is innovation pedagogy (Kettunen et al., 2013).FindingsDesign principles for pedagogically informed holistic design of ODPs are presented as a three-tiered model comprising organisational, pedagogical and ODP layers. Each layer includes various principles for holistic design to integrate an organisation's pedagogical strategy in a digitally competent context to create quality ODPs.Research limitations/implicationsThe paper presents a case study from a HE organisation in Finland, but results are applicable to a wider global audience.Practical implicationsAs a contribution to practitioners, this paper presents a three-tiered holistic design of ODP in HE organisation, where the design principles are categorised in organisational, pedagogical and ODP design layers. In addition, suggestions to managers, instructional designers and educators are made for the holistic design of ODPs.Social implicationsBuilding the sense of community in ODPs and offering continuous support in pedagogy and technology are valuable for the well-being of the staff, students and the wider society.Originality/valueThe paper draws relationships between holistic design of ODPs, digital competence and pedagogical strategy. The paper provides managerial and operational viewpoints to managers, administrators and educators of HE organisations that plan to create new ODPs with a holistic focus on the educational organisation, its pedagogical strategy and digital competence. Recommendations for further development, possible applications and research of ODP education are made.
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Walton, Paul. "Information Evolution and Organisations." Information 10, no. 12 (2019): 393. http://dx.doi.org/10.3390/info10120393.
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In a changing digital world, organisations need to be effective information processing entities, in which people, processes, and technology together gather, process, and deliver the information that the organisation needs. However, like other information processing entities, organisations are subject to the limitations of information evolution. These limitations are caused by the combinatorial challenges associated with information processing, and by the trade-offs and shortcuts driven by selection pressures. This paper applies the principles of information evolution to organisations and uses them to derive principles about organisation design and organisation change. This analysis shows that information evolution can illuminate some of the seemingly intractable difficulties of organisations, including the effects of organisational silos and the difficulty of organisational change. The derived principles align with and connect different strands of current organisational thinking. In addition, they provide a framework for creating analytical tools to create more detailed organisational insights.
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Clifton, Louise, and Paul Gentle. "The genie in the learning organisation? The experience of using multi-level action learning at the Leadership Foundation." International Journal of Public Leadership 11, no. 2 (2015): 66–76. http://dx.doi.org/10.1108/ijpl-01-2015-0004.
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Purpose – The purpose of this paper is to examine the working practices and outcomes of an action research project in a specialist organisation engaged in the field of leadership development. The intention of the project was to enable the company involved to become a stronger learning organisation at a time when it was developing a future strategy. Design/methodology/approach – The paper uses a case study approach to describe and analyse a three-stage process involving the use of a focus group, organisational climate survey and voluntary action learning sets. Interviews with participants are analysed thematically in order to assess the impact of the action research project on the organisation’s culture. Findings – Participation by the majority of the Leadership Foundation’s staff in action learning and related opportunities for feedback within the organisation helped move its culture towards wider participation in strategy development and a whole organisation approach to working. Other organisations wishing to build collaborative working cultures can learn from the implications of the project, particularly those concerning the need to attend to the intended outcomes of action learning and the role of skilled, critical facilitators in action learning processes. Originality/value – The paper is innovative in that it explores practitioner-led action research work in a setting of leadership and organisational development. It will interest leaders and managers who seek to build learning organisations, as well as organisational developers with an interest in enhancing the impact of action learning.
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Atbar, Samuel. "PENGEMBANGAN ORGANISASI BERBASIS KOMPETENSI (SEBUAH KAJIAN TEORI)." Papsel Journal of Humanities and Policy 1, no. 2 (2024): 112–24. https://doi.org/10.63185/pjhp.v1i2.29.
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Every organisation must be able to compete and process with all the resources available to it to develop and grow the organisation. One of the organisational development strategies carried out is based on performance competencies in the hope of remaining competitive and developing the organisation to achieve the organisation's goals. Thus the purpose of this research is to find out about how the design of performance competencies in an effort to develop the organisation as a whole. The method used in writing this article is literature review or literature review. The result of this research is that in practice organisational development competencies are carried out in order to monitor and improve the organisation to work in accordance with expectations for the achievement of organisational goals. Keywords: Development, Organisation, Competence
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Jendza, Dorota. "Leader vs team member - Differences in equality and hierarchical individualism and collectivism - the context of public and private organisations." Management 28, no. 2 (2024): 185–205. http://dx.doi.org/10.58691/man/195476.
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The aim of the study presented here is to identify differences in levels of individualism and equality collectivism and hierarchical individualism depending on the type of organisation and the organisational role performed. A total of 810 people took part in the study, representing organisations in the public and private sectors with different organisational roles. Participants answered questions on the scale on individualism and collectivism of equality and hierarchy (KIRH), constructed based on Singelis and Triandis' (1995) concept. The survey was conducted in May 2023 in Polish private and public organisations. A two-factor analysis of variance was used to determine differences in the level of hierarchical and equalitarian individualism and collectivism according to organisation type and organisational role in the research design of organisation type (public vs. private) x organisational role (managerial vs. employee). The research shows that the level of equality collectivism varies according to organisational role. It is higher among managers than among team members. The level of hierarchical collectivism varies according to the type of organisation and role. It is higher among team leaders in public organisations. No significant differences were found in the level of equality and hierarchical individualism between public and private organisations, as well as between managers and team members. The study confirms the existence of cultural differences between the public and private sectors and between managers and team members. The study highlights that the individual personality traits of team leaders may be as important in shaping employee behaviour as the type of organisation. The study is a pilot study.
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VISSCHER, KLAASJAN, and PETRA C. DE WEERD-NEDERHOF. "RISE AND FALL OF AN INNOVATIVE ORGANISATION: THE INNOVATION JOURNEY OF ERICSSON ENSCHEDE." International Journal of Innovation Management 10, no. 03 (2006): 217–35. http://dx.doi.org/10.1142/s136391960600148x.
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This paper presents a case history of an Ericsson design centre in the Netherlands, from its founding in 1990 till its dramatic end in 2003. The paper describes the development of the organisation over the years — its origins, the abundant growth, the many organisational and technological metamorphoses it underwent and the eventual downfall. The purpose of this paper is to search for patterns in the dynamics of internationally operating R&D organisations and to clarify the peculiarities in the innovation journey of this Ericsson design centre. In particular, we focus on the actions of local R&D managers, the design of organisational forms, the relation between technology and organisation, and the relation between local design centres and their headquarters.
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Cornelis, Thomas, Patrice Dubois, Jean-François Omhover, and Alain Fercoq. "Organisation Design Seen through Systematic Design." Proceedings of the Design Society: International Conference on Engineering Design 1, no. 1 (2019): 1553–62. http://dx.doi.org/10.1017/dsi.2019.161.
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AbstractOrganizations seeking to improve their performance, like Corporate Social Responsibility targets, face a key organisational design challenge. Designing the key components of the organization and their layout will have major impact on performances, and needs thus a robust design process. Organisation theory provides several models and methods to answer that need. Yet this design process has not been confronted to design methods literature, such as systematic design. The aim of this paper is to provide a synthesis of multiple theoretical elements coming from organization sciences, confronted with a classical engineering design model, to reveal similarities, differences and lacks of current literature on organization design. Our analysis of the available literature on organisation theory, organisation design and change management showed that this design process is close to systematic design, but we also highlighted several breaks in the design process, such as the lack of functional approach.
Dissertations / Theses on the topic "IT/IS organisation design"
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Elegba, T. H. O. "Improving organisation learning in engineering design." Thesis, University of Liverpool, 2018. http://livrepository.liverpool.ac.uk/3028556/.
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The local content drive in the oil and gas industry by the Nigerian government has compelled organizations in the industry, including the companies in its engineering design sector, to focus on means of increasing their organizational learning capacity. But there are no sound practices in these companies to increase organizational learning. The problem studied was how to increase organizational learning in the design sector of the Nigerian oil and gas industry. Most organisations nowadays have organizational learning as an important constituent of their strategic plans. In line with their espoused values, they have established learning departments headed by senior managers. Yet, the outcomes of learning activities are not encouraging, no thanks to the fact that not only are learning efforts inappropriate, they also often ignore the human socio-cognitive aspect that is essential for organization learning, alluding to the thinking that the process of how organisations learns is still unclear to them. The purpose of this research was to examine in detail the organizational learning experience of the engineers working in the engineering design sector of the Nigerian oil and gas industry through a phenomenological diagnostic study and apply the implications from the findings in an action research to increase organizational learning capacity in the sector. The study explored and identified strategies that lead to increased organizational learning capacity. The findings revealed sub-optimum practices in the companies in the sector with regards to organizational learning-influencing constructs. Suggestions were made for improvement and some of these are being implemented and results are being assessed, too. For the phenomenological study, semi-structured interviews were conducted with 12 participants, 10 of whom were employee engineers and the other 2 executives who were also engineers in their own right. Five themes emerged from the data: (1) The way we are, (2) You are on your own, (3) Facing one's business, (4) Coming together and (5) Lull in the industry. The vehicle for the action research intervention was a joint inter-organisational engineering design project. The recommendations for further research are in the areas of impact of company's age on organisational learning and similar study in the construction and power industries to advance the literature on organisational learning in Nigeria.
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Chatha, Kamran Ali. "Multi-process modelling approach to complex organisation design." Thesis, Loughborough University, 2004. https://dspace.lboro.ac.uk/2134/34717.
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Present day markets require manufacturing enterprises (MEs) to be designed and run in a flexibly structured yet optimised way. However, contemporary approaches to ME engineering do not enable this requirement to capture ME attributes such that suitable processes, resource systems and support services can be readily implemented and changed. This study has developed and prototyped a model-driven environment for the design, optimisation and control of MEs with an embedded capability to handle various types of change. This so called Enriched-Process Modelling (E-MPM) Environment can support the engineering of strategic, tactical and operational processes and comprises two parts: (1) an E-MPM Method that informs, structures, and guides modelling activities required at different stages of ME systems design; and (2) an E-MPM Modelling Framework that specifies interconnections between modelling concepts necessary for the design and run time operation of ME systems.
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Close-Debais, Sonya J. "Investigating employees’ understanding and application of design thinking for innovation in a large organisation." Thesis, Queensland University of Technology, 2018. https://eprints.qut.edu.au/123006/1/Sonya_Close-Debais_Thesis.pdf.
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This research investigates how employees at multiple levels of a large financial services corporation, become aware of, and recognise the possibilities of design thinking and its potential link to drive innovative practices. The aim is to understand how employees, without a background in design, view design and innovation, how design thinking is being employed and the relationship of design thinking to innovation. Recommendations are provided for large organisations seeking to use design thinking methodology to deliver human centric solutions for their customers and achieve genuine transformative innovation. Implications of this research include key insights for industry, large organisations and practitioners.
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Walker, Helen. "The virtual organisation : exploring issues associated with the design, development and management of this new organisational form." Thesis, University of Bath, 2000. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.760746.
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Angenuis, Max, and Daniel Harrysson. "Vad en organisation behöver förstå för att tillämpa Design Sprint i förändring av produkter." Thesis, Högskolan i Halmstad, Akademin för informationsteknologi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-42640.
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Organisationer genomgår ständigt förändring för att utveckla nya produkter och för att förbli relevanta på marknaden. Ett tillvägagångssätt som organisationer kan tillämpa för att genomföra förändringar av produkter är metoder inom Design Thinking. En sådan metod kan vara Design Sprint, som ursprungligen skapades för att optimera samarbete i organisationer, för att lösa stora problem och testa nya idéer snabbt. Design Sprint är en relativt ny metod, som är framtagen för produktutveckling. Under de senaste åren har några forskningsstudier publicerats där studierna testar att använda Design Sprint. Det här skapade nyfikenhet kring vad som krävs av organisationer för att tillämpa Design Sprint. Metoden Design Sprint innehåller flera egenskaper som överlappar med många av de förutsättningar som krävs för att genomföra en förändring av en produkt i en organisation. Syftet med studien var att undersöka hur Design Sprint kan tillämpas i förändring av produkter i organisationer. Studien har gjort en djupdykning i ett specifikt fall som sedan har kompletterats med en sekundär datainsamling av ytterligare fallstudier. Studiens resultat visar på att det är möjligt för organisationer att tillämpa Design Sprint som metod i en förändring av produkter, men att det ställer krav på organisationen för att tillämpa metoden.<br>Organizations continuously undergo change to develop new products and to remain relevant on the market. One approach that organizations can apply when implementing change in products are methods in design thinking. Such a method could be Design Sprint, which originally was created to optimize how organizations cooperate and also to solve problems test new ideas quickly. Design Sprint is a relatively new method, created for product development. Over the past couple of years a few research studies have been published where these studies have tested Design Sprint. The method Design Sprint contains several properties that overlap with several of the requirements to successfully create change of a product in an organisation. The purpose of this study was to examine how Design Sprint might be applied to change products in organizations. The study has made a deep dive into a specific case which then have been supported by secondary data collection of additional case studies. The result of the study shows that it is possible for organizations to apply Design Sprint as a method in change of products, but that there are certain requirements of the organization to do it.
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Gonzalez, Alvaro Eduardo. "Organisational Design & Mirroring in Construction." Thesis, The University of Sydney, 2016. http://hdl.handle.net/2123/15086.
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The mirroring hypothesis posits that an intrinsic connection exists between the architecture of a product and that of the organisation which produces it, which can influence operational efficiency. The mirroring hypothesis is applicable to construction wherein organisational design is concerned with the establishment of governance frameworks for the procurement of projects and product design is that of buildings and engineering structures. This thesis investigates the hypothesis that design data architecture mirrors component architecture in a construction project. A general procedure has emerged to investigate the mirroring hypothesis, consisting of three steps: the capturing of product architecture, the capturing of organisational architecture, and comparison of the two. The subject project is a completed building. The capturing of architecture is achieved by modelling functional dependency between components in the form of a node-link network structure. It was found that the subject project did not exhibit a high degree of visible or otherwise mirroring, hence the hypothesis is concluded to be false in this case. An explanation is that two architectures within one have been identified in the model. This makes senses because design data is structured into packages associated with design disciplines which are associated with sub-systems, which in turn corresponds to design team structure. On the other hand, the components model was prepared principally on the basis of physical connectivity. The result implies for organisational design in construction that the design management role should either be carried out by the architect for mirroring alignment, or, to mitigate misalignment, by a third party with design background as opposed to a construction background.
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Burke, Maria Edith. "Relationships concerning the design of organisation structures and information fulfilment." Thesis, University of Salford, 2005. http://usir.salford.ac.uk/26599/.
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This thesis examines the relationship between the design of an organisation's structure and information fulfilment. The term information fulfilment refers to having access to all the information needed to undertake a task or a set of tasks to the user's full satisfaction. The term was originally used in commerce to describe order fulfilment but is used in this context to describe occurrences when there has been information which is accurate, timely, current and presented in an appropriate and useful format to allow (work) tasks to be completed. The research deals with issues surrounding organisation structures and examines levels of information fulfilment in micro substantive settings, within three institutions in Russia, Poland and the UK. The interpretative ethnographic studies were undertaken using symbolic interactionist participant observation and the results are presented in various figures and analysed using Blumer's "sensitizing concepts". The social setting of each study are discussed whilst the chosen ethno- record format was "topical headings" .The data sorting was completed by employing a method of "sensitising concepts" whilst the contexts of the studies were considered using a set of five cultural frameworks. Consideration is given to the implications of these results in the form of a matrix model which is proposed as a guide for future planning of effective organisation designs which enhance levels of information fulfilment.
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Gault, Paul. "DiCER : a design research method arising from a large organisation." Thesis, University of Dundee, 2014. https://discovery.dundee.ac.uk/en/studentTheses/1a2fca2c-7c60-427e-a902-183c0eb4e512.
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This thesis discusses a programme of research into new ways in which organisations can gather field-based consumer insight. In an increasingly complex and fast moving business world, there is a need for faster and more efficient consumer experience research that also provides a wider focus on the situation under investigation. This requires a suitable method to support such activity when being conducted in the context of large organisations. The research questions this raises include: What are the organisational barriers in an engineering-led large company that limit an interest in and uptake of consumer experience research? What method is needed to help large organisations serve their ethnographic research requirements in less costly ways? What materials are needed to help support non-specialist fieldworkers engage in lightweight ethnographic research? To investigate the first research question and understand the context of a large multi-national corporation, studies into the role of consumer experience design within NCR Corporation and the forms of user/design research that underpinned their practice were carried out. These involved a contextual inquiry, a series of interviews and a workshop. These studies revealed the challenges which designers faced when being brought into the development process too late, the lack of robust process documentation and difficulties faced when collaborating with other disciplines. It also highlighted the issues there are in generating and applying consumer experience research such as communicating to designers the benefits it provides and, for those who are supportive, lacking any measured incentives to make use of it. To investigate the last two research questions, a method called DiCER has been developed for using large groups of ordinary people (non-ethnographers) to make fieldwork observations. In this method, groups of people are given a small amount of training and provided with support materials that allow them to make and report observations. The method provides a way of harnessing the potential of a large organisation’s staff for a shared goal of generating useful fieldwork material. This also provides a way of sensitising different people from within the organisation to seek out a further understanding of their end consumer. The method was first tried out in two studies that investigated how collaborative activity could be facilitated in large public spaces. This helped identify issues related to the design of support materials whilst conducting fieldwork and explored different ways of analysing and presenting the results of such activity. A follow-up study observed the activity of conversations between strangers waiting in a railway station concourse. The aim of this was to test the method on a more focused problem and prototype tools that supported the recording of fieldwork observations in such a context. The outcome of this was a set of prototypes and interventions demonstrating potential techniques for gathering fieldwork material. A final study explored the potential of using a group of non-specialist employees distributed across a large organisation to fulfil some parts of a fieldwork project. This helped develop training sessions for engaging people with little or no prior knowledge of doing fieldwork to be able to do it effectively. The output of this was a set of design recommendations for further applications of the method in a similar context. A large barrier to the use of consumer experience research in large organisations is the need to do the research very rapidly and cheaply. The method proposed in this thesis provides a way in which consumer experience research can be distributed over a company’s own staff, which has the added advantage of helping improve the support such research is given and its potential impact.
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Burnes, Bernard. "The impact of new technology on job design and work organisation." Thesis, University of Sheffield, 1985. http://etheses.whiterose.ac.uk/2943/.
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This thesis is an examination of the selection, introduction, use and effects on job design and work organisation of a particular form of new technology: Computer Numerically Controlled machine tools (CNC). Part One, Chapters 1 - 6, reviews the new technology literature and the historical development of contemporary approaches to job design and work organisation. From this examination, a conceptual framework is constructed showing the factors which influence and guide the choices that organisations make with regard to new technology. It draws special attention to the role played by the values, beliefs, self-interest and power of individuals and groups within organisations, and the philosophy and precepts of Scientific Management. The section concludes by describing the aims, objectives and methods of the research, and by examining the development of, and literature regarding, CNC. Part Two, Chapters 7 - 10, presents case studies of the introduction and use of CNC into nine engineering companies, differentiated according to company size and product batch size. Part Three, Chapter 11, presents the conclusions from the study. It firstly compares the case studies with each other, and then with the conceptual framework. It shows that the empirical studies supported the framework, but that two additional factors need to be taken into account: (a) that there is a need to recognise that those involved in the process of technological change can be "dazzled" by the technology, and (b) that the change process can be significantly affected by the competence of those involved. Nevertheless, the conceptual framework, and especially the influence of Scientific Management, are confirmed. The Chapter concludes by putting forward guidelines for the introduction of new technology.
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Dubois, Louis-Etienne. "Le pilotage de la genèse de communautés créatives par le co-design : contextes, dynamiques et organisation." Thesis, Paris, ENMP, 2015. http://www.theses.fr/2015ENMP0028/document.
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De plus en plus d'organisations se tournent aujourd'hui vers des activités de conception collectives pour concevoir de nouveaux produits, services, processus ou politiques publiques avec les usagers, employés, citoyens et autres parties prenantes. Résultat, nous savons organiser sous plusieurs formes l'innovation collective : généralement de l'innovation modérée avec des acteurs qui fonctionnent bien ensemble, au sein de collectifs qui fonctionnent également bien.Or, avant de traiter d'interactions au service de l'innovation, il faut reconnaitre que l'on ne perçoit pas toujours comment ces collectifs créatifs émergent. Pourquoi tel mutisme sur le temps zéro ? On dénote aussi un antagonisme en matière de pilotage de communautés, lequel est souvent mal perçu et potentiellement fatal. Nous sommes donc confrontés à une double ignorance : 1) sur l'émergence des communautés créatives, et de facto 2) sur le management de l'émergence de ces collectifs. Comment peut-on gérer sans être intrusif dans des contextes où il n'y a rien? Est-ce que l'innovation peut être une ressource dans ce processus et non pas seulement un effet? Si tel est le cas, alors il faudra comprendre comment et pour quelles raisons. Or, le problème est que la littérature a tendance à séparer les deux dimensions. On parle d'innovation, mais on pense souvent qu'elle est réservée aux collectifs « bien constitués » ; de l'autre on parle de collectifs, mais on ne pense pas que l'innovation puisse aider à l'émergence de nouveaux collectifs. La thèse démontre plutôt qu'il y a un lien très intime et profond entre les aspects « communautés » (relations) et l'action d'innover (car c'est de communautés créatives qu'il s'agit). Que l'action d'innover (la conception) renforce le collectif et que le collectif renforce la capacité de conception.Nous montrons que c'est précisément de cette question que traite le co-design. L'approche de conception se pose en effet comme un formidable espace de création de collectifs, là où d'autres méthodes échouent. Elle enclenche la mise en route de communautés créatives là où l'on n'attendait plus la moindre action collective. Plus précisément, la thèse aborde les trois questions suivantes : 1) Quelles sont les caractéristiques des collectifs et des contextes « pré »-communauté? 2) Quel est le rôle de la conception dans l'émergence de communautés créatives? 3) Comment piloter des communautés créatives dans la durée ? Par une approche qualitative et constructiviste, elle mobilise une foule de méthodologies : l'étude de cas multiples, la modélisation et l'expérimentation, ainsi que la recherche-intervention.L'axe I se penche sur des rapports interpersonnels encore plus déstructurés et des contextes d'innovation encore moins fertiles qu'anticipés. De ces rapports initiaux antagonistes émerge pourtant une capacité à se projeter collectivement dans l'inconnu grâce la mise en place d'espaces de conception. Le premier acte managérial de la genèse d'une communauté créative tient dans la capacité à transformer, par un espace de conception, des conflits en indécidables communs, sans forcément les résoudre.L'axe II démontre que les liens relationnels se renforcent dès que l'on parvient à pousser les acteurs à générer des concepts; à faire circuler les connaissances et à favoriser leur combinaison. Mais une fois cette transformation effectuée, la communauté doit se doter de ressources externes pour poursuivre son expansion. Le deuxième acte managérial consiste donc à remettre la communauté sous tension en ramenant des connaissances indépendantes pour préserver la part d'indécidable.Finalement, le pilotage de l'axe III offre des pistes de solutions aux différents enjeux intra et inter séances de co-design relevés en cours de route. Il identifie aussi deux actes managériaux supplémentaires : la consolidation de la valeur et de la communauté, ainsi que la résolution des propositions collectives et l'ouverture de nouvelles explorations<br>More and more organizations turn to collective activities to design new products, services, processes or public policies with users, employees, citizens and other stakeholders. As a result, we know how to organize collective innovation under several forms : generally for moderated innovation with actors who work well together, within collectives who also function well. Yet, before discussing interactions for the purpose of innovating, we must recognize that we do not always perceive how these creative collectives emerge. Little is known about the moment it emerges. We also denote an antagonism regarding the management of communities, which is often badly perceived and potentially fatal. But then again, how can one stay on the touchlines when all the proper conditions are not in place a priori and when everything remains to be built?Thus, we are faced with a double unknown: 1) on the emergence of the creative communities, and de facto 2) on the management of the emergence of these collectives. How can we manage without being intrusive in contexts where there is nothing? Can innovation be a resource in this process and not only an effect? If that is the case, then we must understand how and for which reasons. Yet, the literature tends to separate both dimensions. It discusses innovation, but often portrays it as if it was reserved for "established" collectives ; or, on the other side, it discusses collectives, but it does not show how innovation can help in their development. Rather, the thesis demonstrates that there is a strong link between communities (relations) and innovation (for we are dealing with creative communities). That engaging in innovation (to design) strengthens the collective and that the collective strengthens the capacity of to innovate.We argue that co-design deals preciscly with this question. That this type of design poses as a tremendous space for the creation of collectives, where other methods fail, and that it gives way to creative communities where collective action was the least expected. More precisely, the thesis adresses the following three questions: 1) What are the characteristics of the collectives and the contexts "pre" community? 2) What is the role of design in the emergence of creative communities?; and 3) How to manage creative communities on the long run? By a qualitative and constructivist approach, it mobilizes a range of methodologies: multiple cases study, modelling and experimentation, as well as intervention research.Axis I deals with unstructured interpersonal relationships and contexts of innovation even less fertile than anticipated. Nevertheless, these conflicting initial relationships give way to a collective capacity to explore the unknown by the fact of engaging in co-design. The first managerial act of the genesis of a creative community lies in the capacity to transform, through a collective design activity, conflicts in common "undecidables", without solving them necessarily.Axis II demonstrates that the relational links strengthen as soon as actors engage in the generation of concepts; when they get to share and combine their knowledge in new ways. However, once this transformation has occured, communities need external resources to pursue their expansion. Thus, the second managerial act consists in putting back communities under tension by bringing in independent knowledge.Finally, the management of more elaborate and longer co-design initiatives in the third axis offers solutions to the various intra and inter sessions issues uncovered along the way. It also identifies two additional managerial acts: the consolidation of value and of the creative community, as well as the resolution collective proposals and the opening of new explorations
Books on the topic "IT/IS organisation design"
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Almunawar, Mohammad Nabil, Md Zahidul Islam, and Patricia Ordóñez de Pablos. Digitalisation and Organisation Design. Routledge, 2022. http://dx.doi.org/10.4324/9781003163824.
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Lupton, Tom. The design of organisation structures. Manchester Business School, 1986.
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Winch, Graham. Organisation design for metalworking production. University of Warwick, Warwick Business School Research Bureau, 1992.
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Jones, Gareth R. Organisation: Theorie, Design und Wandel. 5th ed. Pearson Studium, 2008.
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Worren, Nicolay A. M. Organisation design: Re-defining complex systems. Pearson, 2012.
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Jones, Malcolm. The organisation of craft design and technology. Wolverhampton Polytechnic, 1991.
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McMaster, Michael D. The praxis equation: Design principles for intelligent organisation. Knowledge Based Development Co. Ltd, 1997.
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Akademie der Bildenden Künste München. Lehrstuhl für Raumgestaltung., Universität München. Institut für Innovationsforschung und Technologiemanagement., and Massachusetts Institute of Technology. School of Architecture and Planning., eds. Architektur, Kommunikation und Organisation =: Architectural and organizational design. Lehrstuhl für Raumgestaltung, Akademie der Bildenden Künste, 1997.
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Lemmens, R. M. M. The socio-economic panel survey: Content, design and organisation. European Science Foundation, Scientific Network on Household Panel Studies, University of Essex, 1992.
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Cielecka, Anna. The Polish linen industry, 1918-1991: Organisation, design, trade. University of Derby], 1997.
Find full textBook chapters on the topic "IT/IS organisation design"
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Varma, Aikta, and Tarnveer Singh. "Organisation Design." In Finance Transformation. CRC Press, 2024. http://dx.doi.org/10.1201/9781003514503-24.
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Beynon-Davies, Paul. "Designing Organisation." In Business Analysis and Design. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-67962-0_4.
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Coward, D. G. "Organisation Structure Design." In Manufacturing Management. Macmillan Education UK, 1998. http://dx.doi.org/10.1007/978-1-349-13915-6_3.
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Bosia, Daniel. "Geometry and Organisation." In Design Engineering Refocused. John Wiley & Sons, Ltd, 2016. http://dx.doi.org/10.1002/9781119164838.ch8.
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Stavorinus, Roel. "Organisation and brand." In Strategic Brand Design. Routledge, 2024. http://dx.doi.org/10.4324/9781003478829-3.
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Carter, Emma. "Upscaling design." In Shaping a DesignedUp Organisation. Auerbach Publications, 2025. https://doi.org/10.1201/9781003459354-6.
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Coppin, Alan. "Organisation Structure and Design." In The Human Capital Imperative. Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-49121-9_5.
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Coffey, Geoffrey W. "Adaptive System Organisation Design." In A Systems Approach to Leadership. Springer Berlin Heidelberg, 2009. http://dx.doi.org/10.1007/978-3-642-01194-8_15.
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Pettinger, Richard. "Organisation structure and design." In Introduction to Organisational Behaviour. Macmillan Education UK, 1996. http://dx.doi.org/10.1007/978-1-349-24683-0_16.
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Reinhardt, Kai. "Design der Digitalen Organisation." In Digitale Transformation der Organisation. Springer Fachmedien Wiesbaden, 2020. http://dx.doi.org/10.1007/978-3-658-28630-9_6.
Full textConference papers on the topic "IT/IS organisation design"
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Pasold, Anke, and IsakWorre Foged. "Reed Fiber Thermal Design: A computational method and model for thermal design based on the organisation of fibrous material directionality." In eCAADe 2024: Data-Driven Intelligence. eCAADe, 2024. http://dx.doi.org/10.52842/conf.ecaade.2024.1.343.
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LE CORRE, Jean-Yves, and Ms Qinyi HUANG. "Incorporating Artificial Intelligence and Virtual Reality within Classroom-as-Organisation learning design for Dialogic Teaching: A prototype-based experimental study." In 2024 10th International Conference on Smart Computing and Communication (ICSCC). IEEE, 2024. http://dx.doi.org/10.1109/icscc62041.2024.10690439.
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"Organisation." In 2010 Tenth International Conference on Application of Concurrency to System Design (ACSD 2010). IEEE, 2010. http://dx.doi.org/10.1109/acsd.2010.5.
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Hederstrom, H. G. "Function-Based Bridge Organisation." In International Conference on the Design, Construction and Operation of Passenger Ships 2013. RINA, 2013. http://dx.doi.org/10.3940/rina.pass.2013.06.
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Dignum, Virginia, and Frank Dignum. "Value-Sensitive Design of Self-Organisation." In 2015 IEEE 9th International Conference on Self-Adaptive and Self-Organizing Systems (SASO). IEEE, 2015. http://dx.doi.org/10.1109/saso.2015.25.
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Lavrinoviča, Beata, Inga Linde, Gunta Siliņa-Jasjukeviča, and Inese Lūsēna-Ezera. "School as a Learning Organisation: Impediments to Its Implementation in Latvia and Abroad." In ATEE 2022 Annual Conference. University of Latvia Press, 2023. http://dx.doi.org/10.22364/atee.2022.15.
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One after another, European educational systems are applying reforms to transform primary and secondary schools to fit continuously changing and dynamic environments. Reforms require schools to serve as lifelong learning centres for various learners’ groups, including school leaders, teachers and school staff, making them more flexible, collaborative and innovative in what comes to the teaching approaches. Simultaneously, gradual transformations in education are contextualised by the decrease in teaching staff and low motivation to remain in the profession due to a variety of reasons. ‘School as a learning organisation’ concept is introduced to define a school that continuously changes and adapts to new environments and circumstances through individual and collective learning of its staff. This paper aims to review the main impediments to implementations of the ‘school as a learning organisation’ concept, considering its functioning in Latvia and abroad. Literature and document analysis was done to assess the characteristics of learning organisations in the European context. With special focus on Latvia, several focus group interviews were conducted with the education managers and stakeholders to verify the implementation impediments in Latvia and define main risks of schools as learning organisations. Content analysis was applied to draw conclusions. The results have shown that institutional autonomy and leadership are the keys to positive changes in educational staff perceptions and motivation to take on risks and obtain new knowledge, skills and competence for the individual and organisational growth. However, there are other impediments, such as lack of time, financial resources and insufficient communication and understanding of the whole idea of the school as a learning organisation, that stops schools from being the agents of change. The obtained results will be further applied in the design of the ‘School as a learning organisation’ model and a tool for its measurement in Latvia.
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Henderson, Niklas, Helen Pallett, Sander Van Der Linden, Jake Montanarini, and Oliver Buckley. "The disPHISHinformation Game: Creating a Serious Game to Fight Phishing Using Blended Design Approaches." In 15th International Conference on Applied Human Factors and Ergonomics (AHFE 2024). AHFE International, 2024. http://dx.doi.org/10.54941/ahfe1004774.
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In 2022, 39% of all UK businesses reported identifying a cyber security attack against their own organisation, 83% of which were phishing attempts. A large body of research in cyber security focuses on technical solutions, however humans remain one of the most exploitable endpoints in an organisation. Traditional security training within organisations commonly includes point-and-click exercises and simple video media that employees are required to complete. These training exercises are often seen as unengaging and tedious, and employees are commonly pushed to complete training rather than encouraged to learn and self-educate. Simulations and games are increasingly being deployed for training purposes in organisations, however often either (a) simply raise cyber security awareness rather than deliver key security policy and content, or (b) lack accessibility with complex game pieces and rules not easily understandable by those not accustomed to playing games. We introduce the disPHISHinformation game: a customisable serious game to deliver phishing training specific to the threats businesses face on a day-to-day basis. Drawing on existing taxonomies, the game delivers content on email, voice, and SMS social engineering attacks, in a format that educates players in key social engineering features. In collaboration with a large service organisation, we have also developed a customised edition of disPHISHinformation game which reflects the targeted attacks faced by their staff. By creating an analog serious game to deliver key phishing training, we can stimulate higher employee engagement and deliver a more memorable experience.
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Williamsson, David, Ulf Sellgren, and Anders Söderberg. "PRODUCT ARCHITECTURE TRANSITION IN AN EVOLVING MULTI-BRAND ORGANISATION." In 15th International Design Conference. Faculty of Mechanical Engineering and Naval Architecture, University of Zagreb, Croatia; The Design Society, Glasgow, UK, 2018. http://dx.doi.org/10.21278/idc.2018.0366.
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Olander, Sissel. "Building the Design Laboratory in a Public Cultural Organisation." In Nordes 2011: Making Design Matter. Nordes, 2011. http://dx.doi.org/10.21606/nordes.2011.054.
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Balanescu, Ramona cristina. "COMMITMENT AT THE WORKPLACE -IMPLICATIONS AT PERSONAL AND ORGANISATIONAL LEVEL." In eLSE 2017. Carol I National Defence University Publishing House, 2017. http://dx.doi.org/10.12753/2066-026x-17-131.
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The concept of commitment at the workplace is one of the concepts raising a wide interest in the field of the human resource management and organisational management. This interest is proven by the evolution the concept has seen in over half a century, starting with Becker (1960) - the one-side-bet theory, Porter (1974) – the affective dependence theory, O'Reilly and Chatman (1986), Meyer and Allen (1984, 1990) - the multidimensional period, and ending with Cohen (2007) - the bidimensional model, and Somers (2009) – a combined theory, each of them making a contribution to the way the term of organisational commitment is known and interpreted nowadays. Practice proves that certain people are dedicated to the workplace, because they do what they love or because their career objectives are similar to those of the organisation. Others show their fear of leaving a “safe” workplace or are afraid they cannot find a better one. This type of behaviour can have negative effects both on the person’s wellbeing, self-respect or professional satisfaction and on the institution where the person works. Or, the organisational commitment is precisely what makes the difference and a decisive impact on obtaining performance and on how people act at the workplace. Employees are usually energetic, motivated, and positive immediately after employment in a company or organisation. A Leader/Manager is not only interested in finding the Company commitment level at a certain point in time, but also to act in order to keep that same level and to even grow it, to know the employees, their characteristics (their needs and wishes, and what is important for them). It is only this way that commitment can make a strong impact on the success of an organisation, since devoted employees identify themselves with the company purpose and values, have a strong desire to belong to the organisation, a desire to go over and beyond the responsibilities required by the job. Furthermore, if the human resources are an organisation’s best asset, then devoted human resources should be regarded as competitive advantages of the company. This study has an exploratory character, aiming at determining the extent to which employees show commitment or nu to the organisation they are a part of, as well as at identifying the determining vectors for this behaviour. The study participants are the result of a non-probabilistic sampling, based on availability criteria. The sample includes employees of private organizations (small, medium, and large enterprises), holding various positions (entry level, expert, management, top management). The data were collected via a self-administered online questionnaire. The study analyses the commitment related to other elements specific for the organisational flow, providing managers with useful reference-marks in building an organisational climate sustaining performance and supporting the employees’ work satisfaction increase.
Reports on the topic "IT/IS organisation design"
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Nosova, Olga. Structural Changes and the Ukrainian Labour Market Organisation. Publishing House - Vilnius Business College, 2023. http://dx.doi.org/10.57005/ab.2023.1.1.
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The article aims to analyze the structural changes and the Ukrainian labor market organization in the condition of military aggression against Ukraine. The Ukrainian economy encounters the devastating destructions and losses of economic entities, enormous capital, and labor under the effect of military aggression. Structural changes include a change in the industrial structure of production, the destruction of large enterprises, and supply chains, the loss of part of the labor force, and fluctuations between skilled and unskilled jobs. Thus, SMEs in the service sector suffer due to the reduction of the population in cities, which causes both a reduction in demand for certain types of services (hotel and restaurant business, beauty salons, providers of extracurricular educational services, etc.) and a reduction in the supply of highly qualified specialists (IT sector, experts in financial, design and consulting services). Small business because of the war feels caught between the minimum possible sale of their products and reduced demand. The basic research questions are identifying and estimating the urgent needs of the labor market and capital. It will be directed to define sectors that can speed up the process of rebuilding the economy. Diversifying the economy, increasing product/service sophistication, using comparative advantages and transfer of resources (both labor and capital) leads to more productive activities and a rise in well-being.
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Parry, Jame, and Nicola Sainsbury. Procedure for the Investigation of Misconduct in Research. UK Research Integrity Office, 2023. http://dx.doi.org/10.37672/ukrio.2023.01.misconduct.
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The Model Procedure for the Investigation of Misconduct in Research is at the heart of and crucial to the mission of the UK Research Integrity Office.Misconduct in research can have wide-ranging and damaging consequences, harming the integrity of research, bringing the individuals involved and the organisation into disrepute and causing harm to those involved. It can also damage public confidence in research. It is therefore vitally important that organisations have robust procedures to investigate alleged misconduct fully and fairly. The Procedure described here is designed as a model for research organisations to follow for the investigation of allegations of misconduct in research. Such allegations might be brought to an organisation as the employer of the individual(s) against whom the allegations are made, or brought to them in another capacity, such as the host, funder or sponsor of the research.
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Inderst, Rudolf T., Jörg Burbach, Marion Plank, Benedikt Schüler, Nadine Trautzsch, and Thorsten Zimprich. GAMEPATHY #1: Fachtagung für Gamedesign & Digitalspielforschung 2023. IU Internationale Hochschule, 2025. https://doi.org/10.56250/4052.
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Am 26. und 27. Oktober 2023 fand die Gamepathy #1 statt, die einerseits aus einer Remote-Spielefachtagung und andererseits aus einem Game Jam vor Ort am IU-Standort Regensburg bestand. Während die Organisation und Durchführung der Tagung in erster Linie bei den Professor:innen des B.A.-IU-Studienganges Game Design lag, übernahmen Studierende die Arbeit beim Game Jam. Begleitet wurde die Doppelveranstaltung von einem Videoteam der IU und via Stream konnte das Geschehen online verfolgt werden. Die Aufzeichnung ist immer noch abrufbar. Im Folgenden lassen die Organisator- wie Herausgeber:innen sowohl die Planung sowie Durchführung der Gamepathy #1 Revue passieren als auch die Beitragenden der Fachtagung mit ihren ausgearbeiteten Vorträgen zu Wort kommen. Der Band enthält als Schlusskapitel ebenso einen Rückblick auf den Game Jam aus der Sicht der studentischen Organisator:innen.
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EFFC/DFI Working Platforms Task Group. Guide to Working Platforms. European Federation of Foundation Contractors and Deep Foundations Institute, 2020. https://doi.org/10.37308/effc-dfi-wptg-guide-e1-2020.
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On a typical construction site, the provision of a safe surface to work on involves and affects a number of the contracting parties (the client; principal designer; general contractor; specialty contractor; platform designer; platform installer or earthworks contractor; platform tester and platform maintainer), and as a consequence, the organisation of its design, installation and maintenance can be complex. As it concerns money and liability it is often a contentious issue, but nonetheless one that needs to be addressed. This document takes each step in turn and describes what good practice is, with reference to documents and resources that have been made available through the EFFC and DFI. In compiling this information responses have been collated from foundation contractors from; France, United Kingdom, the Czech Republic, Germany, Netherlands, Poland, Portugal, Romania, Sweden, Austria, Belgium, Denmark, Hungary, Italy and Sweden, USA and Canada.
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Cermakova, Anna Lindroos, Yenda Prado, and Natalia Ingebretsen Kucirkova. Equity in Edtech by Design. University of Stavanger, 2024. http://dx.doi.org/10.31265/usps.277.
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This report aims to provide guidance for improving equitable EdTech design, policy and practice. We identified relevant academic literature and captured best practices in identifying equitable EdTech features, as well as biassed design and organisational practices in EdTech. Our approach draws from existing literature indicating that accepted standards and indicators have generally proven to positively influence developer and consumer awareness, as well as policy-makers’ decision-making.
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Porter, Joanne, Megan Simic, Maryam Ghasemiardekani, and Valerie Prokopiv. Latrobe Regional Hospital : The Wellness Centre Evaluation 2021-2022. Federation University, 2023. http://dx.doi.org/10.35843/gsgd8769.
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CERC (formally CERG) partnered with the Latrobe Regional Health (LRH) to evaluate their Staff Wellness Centre, designed to provide wellbeing support for staff during and post the COVID-19 pandemic. The organisation had identified an impact to staff wellness during the pandemic, responding with the Centre to help staff access health promotion services, mental and physical wellbeing services. CERC assisted with evaluating the service, demonstrating the impact the service has had on the overall wellbeing of staff.
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Reilly, Elena, Elizabeth Serlemitsos, and Julieth Sebba Bilakwate. Key Considerations: Child Engagement in the Context of Disease Outbreaks in Eastern and Southern Africa - Infographic. Institute of Development Studies, 2024. http://dx.doi.org/10.19088/sshap.2024.006.
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Infographic: his brief explores why, when and how to engage children in the prevention, response and recovery stages. Drawing on published and grey literature, including project reports, and the authors’ extensive experience, it provides guidance to support the design and development of child-friendly communication and engagement strategies related to disease outbreaks. The brief covers efforts involving children and adolescents under 18 years and recommends three levels of participation. Organisations and practitioners can select a level based on organisational objectives, resources and readiness to engage with children.
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Howard, Jo. Practical Guides for Participatory Methods: Mapping and Power Analysis. Institute of Development Studies, 2023. http://dx.doi.org/10.19088/ids.2023.002.
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This method enables participants to create a visual map of the key resources and assets in their community, organisation, workplace etc, that are important for their wellbeing and thriving. It is designed to encourage marginalised groups to visually represent and reflect on these resources and the power relations that shape who accesses and controls resources. They map and rank the actors who have more/less power, control and access, and discuss the reasons behind these differences. Finally, a discussion of possible strategies and actions for change can be facilitated.
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Ntayomba, Alpha, Prisca Kassile, and Gosbert Andrea. Progress and Challenges of Sanitation Services Among Fishing Communities in Ukerewe District, Tanzania. Institute of Development Studies, 2024. https://doi.org/10.19088/slh.2024.003.
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This case study documents the experiences of Population and Development Initiative (PDI) and Civil Society Organisation partners working to improve sanitation and hygiene within fishing communities in Ukerewe District, Mwanza Region, Tanzania. Addressing entrenched attitudes and social beliefs, behaviour change campaigns were designed to overcome traditional beliefs around sanitation and fishing, with adaptations made for remote island communities. The case study explains how they worked with fishing unions and communities to increase participation and collaboration in sanitation activities, and advocated for a range of stakeholders and local government duty bearers to increase prioritisation of sanitation.
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Daniellou, François. Taking account of human and organisational factors in planning and designing a high risk system. Fondation pour une culture de sécurité industrielle, 2021. http://dx.doi.org/10.57071/381ynz.
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A Human and Organisational Factors (HOF) approach to project planning and design aims to improve decisions by anticipating the consequences of technical and organisational choices on the human activity that will take place in future operations. To foster efficient and safe work, the HOF approach is based on in-depth analysis of human activity in existing situations combined with simulation of probable activity in future operations, based on planned technical and organisational choices. The approach requires project owners to express their requirements clearly, good coordination with design and engineering contractors, and participation of various stakeholders, in particular from operations. The integration of a HOF approach should start at Front End Engineering and continue until the final project review.