...Knowledge Management. Contemporary Trends and Issues ORGANIZATIONAL LEARNING Povilas Brilius Baifoteka Ltd, Lithuania, povilas@baifoteka.com Abstract: Organizational Learning (OL) is recognized to have established itself as a discipline. However, it remains unclear what it is primarily focused onto – practical problem solving or theoretical descriptive analysis. Due to largely fragmented literature, sometimes interweaving concepts and a variety of attitudes, practitioners find it difficult to easily apply this field, meantime theorists call for more comprehensive understanding of OL. This article focuses on contemporary trends in OL research. It argues and unveils that current OL investigation has made a shift towards holistic and integrative approach in which individual has more powers to make a decision. Article illustrates such contemporary shift of mind by (a) summarizing most important literature in the field (b) providing examples of latest research in OL area. For a smoother analysis, author builds and applies working framework of dichotomies between concepts (dialectical approach). Keywords: organizational learning, contemporary trends, holism. JEL Classification: D800, D830 1. Introduction During the last 50-60 years Organizational Learning (OL) has undoubtedly established itself as a discipline – a number of concepts have been constructed and applied theoretically, numerous schools with distinct models have emerged. However, a question may be posed – to what...
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...Corporate Reputation Review Volume 12 Number 4 A Systematic Review of the Corporate Reputation Literature: Definition, Measurement, and Theory Kent Walker Asper School of Business, University of Manitoba, Winnipeg, Manitoba, Canada ABSTRACT A systematic review of the corporate reputation literature is conducted. The final sample of 54 articles (and one book) consists of well-cited papers, and papers in journals that have published high quality work in corporate reputation. The sample is then analyzed and the three fundamental problems in the reputation literature are addressed – the need for a comprehensive and well-accepted definition, the difficulty in operationalizing corporate reputation, and the ongoing need for more developed theory. Two main findings evolve from this analysis: (1) reputation may have different dimensions and is issue specific, and (2) different stakeholder groups may have different perceptions of corporate reputations. The implications for future research are discussed. Corporate Reputation Review (2010) 12, 357–387. doi:10.1057/crr.2009.26 KEYWORDS: corporate reputation; definition; operationalization; organizational identity; organizational image; systematic review INTRODUCTION There are many reasons why organizations and researchers should care about corporate reputation. The relationship between reputation and a sustained competitive advantage is widely acknowledged in the literature (eg, Fombrun and Shanley, 1990; Fombrun, 1996;...
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...Abstract In theoretical and empirical literature as well as in practice both market pioneering and later entrant strategy are outlined to lead to superior product performance. This literature review analyzes which strategy leads to superior product performance under which circumstances. Therefore, a conceptual framework is developed which illustrates the complex relationships of the integrated parameters. A detailed literature review is conducted to analyze theoretical as well as empirical approaches of strategy superiority. A holistic framework is introduced which depicts the superiority of a market strategy under given circumstances. Results suggest that being a pioneer or later entrant is not only a strategic decision on the company’s side but depends on various factors. The superiority of a market entry strategy needs to be evaluated individually for a new product. Finally, recommendations for future research are given. 1. Introduction Nokia’s communicator phones were the first smartphones on the market, including all essential characteristics: online access, navigation as well as apps to facilitate usage. However, being first on the market does not lead to a long-term success of Nokia smartphones. In 2007 Nokia had a market share of 49.4 % of the worldwide smartphone market, in 2012 the market share only adds up to 4.9 %. In April 2014, Nokia’s devices and services business was acquired by Microsoft. However, there are also first mover on the market who are still very...
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...importance of communication in implementing organizational change: a review of the literature for information organizations Kelly M. Gordon San Jose State University School of Library and Information Science Foundations Workers at all levels of an organization, be they CEOs, middle managers, or entry-level staff, recognize that change is inevitable. However, the successful implementation of organizational change in response to changes in an organization’s external environment can be one of the greatest challenges top-level leaders face. Regardless of how far-seeing and meticulously planned organizational change may be, it will not be effectively implemented unless it is communicated to an organization’s staff in such a way that resistance is overcome, fears are assuaged, confusion is minimized, and buy-in by all affected individuals is secured. Kurt Lewin (as cited in Evans, Ward, & Rugaas, 2000) was one of the first to develop a model of behavioral change in his 1951 book, Field Theory in Social Sciences. Lewin described three stages as being necessary in the implementation of a change in a person’s behavior. The first of these is unfreezing, the stage during which a person becomes ready to learn or acquire a new behavior, perhaps by recognizing the ineffectiveness of a current behavior or by learning about the benefits that would accrue if the new behavior were implemented. The second stage is the change itself, which will involve a trial period during...
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...ESADE WORKING PAPER Nº 239 September 2012 Value congruence in organizations: Literature review, theoretical perspectives, and future directions Yuanjie Bao Simon Dolan Shay S. Tzafrir ESADE Working Papers Series Available from ESADE Knowledge Web: www.esadeknowledge.com © ESADE Avda. Pedralbes, 60-62 E-08034 Barcelona Tel.: +34 93 280 61 62 ISSN 2014-8135 Depósito Legal: B-3449-2012 Value congruence in organizations: Literature review, theoretical perspectives, and future directions Yuanjie Bao* ESADE Business School, Future of Work Chair, Ramon Llull University Av. Torreblanca 59, 08172, Sant Cugat del Vallès, Barcelona, Spain yuanjie.bao@esade.edu Simon L. Dolan ESADE Business School, Future of Work Chair, Ramon Llull University Av. Torreblanca 59, 08172, Sant Cugat del Vallès, Barcelona, Spain simon.dolan@esade.edu Shay S. Tzafrir Department of Human Services, University of Haifa Mount Carmel, Haifa, 31905, Israel stzafrir@research.haifa.ac.il September 2012 Abstract Extant literature on value congruence is fragmented due to different methodological treatments and theoretical perspectives. Proposing a typology of the value congruence concept, this paper reviews several key themes in value congruence research including staffing, socialization, leadership, job attitudes, performance, among others. By reviewing related antecedents and outcomes, discussing underlying theoretical perspectives, and highlighting future directions, this paper integrates...
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...Note: Course content may be changed, term to term, without notice. The information below is provided as a guide for course selection and is not binding in any form, and should not be used to purchase course materials. BUSI 610 Syllabus COURSE SYLLABUS BUSI 610 ORGANIZATIONAL DESIGN AND STRUCTURE COURSE DESCRIPTION This course provides graduate-level instruction regarding the design, redesign, and implementation of effective organizations. Special emphasis is placed on the analysis, planning, implementation, and evaluation of both the social and technical systems of organizations with emphasis on the structural changes necessary to improve and maintain productivity and quality of work life. RATIONALE Organizations are collections of people working together under a defined structure for the purpose of achieving predetermined outcomes through the use of financial, human, and material resources. There are a number of approaches to the structuring and managing of organizations. This course will provide the student with a comprehensive understanding of the theoretical constructs regarding the field of organizational design and structure as well as strategies for moving from theory to practice. I. PREREQUISITE For information regarding prerequisites for this course, please refer to the Academic Course Catalog. REQUIRED RESOURCE PURCHASES Click on the following link to view the required resource(s) for the term in which you are registered: http://bookstore.mbsdirect.net/liberty...
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...explores. The learning organization literature that this paper explores is defined as the role of an institution in setting up a successful union of individuals to create learning to improve an individual and the institution as a whole (Calvert, Mobley, Marshall, 1994). This, of course, is a basic definition, and as the literature is explored, the reader quickly learns that learning organizations are as varied and diverse as the institutions within which they exist. The literature concerning learning organizations is also varied and diverse; ranging from simple, clear, and concise books and article to very detailed, in-depth, complex, and rigorous academic studies. Although the literature is exhaustive and at times overwhelming, by organizing the literature into common core areas, a reader can efficiently and effectively learn all there is to know about the learning organization, how to create a learning organization, and maintaining a successful learning organization. By thoroughly examining the literature in these three areas, an individual or institution will be able to thoroughly understand the entire scope of learning organizations. The common core areas that the majority of learning organization literature can be categorized into are foundation/founders of the concept, turning the theory into strong foundations, and learning organization application and evaluation. Foundation/Founders of the Concept By beginning with the literature that introduced and defined the...
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...Zahirul Hoque School of Accounting, La Trobe University, Melbourne, Australia Abstract Purpose – The purpose of paper is to present a review of the literature on management accounting innovations (MAIs). Specifically, it explores recent developments in research on MAIs and offers suggestions for future research. The review differs from existing reviews by its specific focus on MAIs and the recent time period covered. In this paper, MAIs refer to the adoption of “newer” or modern forms of management accounting systems such as activity-based costing (ABC), activity-based management, time-driven ABC, target costing, and balanced scorecards. Design/methodology/approach – The paper presents a review of findings from journal articles published in 22 notable accounting journals. Findings – The review finds that research on MAIs has intensified during the period 2000-2008, with the main focus on exploring the extent to which a host of organizational and environmental factors influence the implementation and use of MAIs in organizations. In addition, research on MAIs indicates the dominant use of sociological theories and increasing use of empirical/field studies. Research limitations/implications – A literature review using a given set of accounting journals and search words used to identify relevant articles may overlook literature within the scope of the review. The paper concludes the importance of more research on MAIs by offering some...
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...influencing individual resistance to organizational change based on the literature review of the previous studies. The main objective of the current study is to give some directions to change agents and management team in the organization in order to effectively manage the resistance to change. The selected studies that the author used as the literature review combined a variety of organizational types in both different regional context and change environment. According to the previous studies, the author categorized resistance to change into three dimensions which included behavioural, cognitive and affective dimensions. Firstly, the behavioural dimension works with the way each individual reacts against the change implementation. This behavior can be shown in either positive or negative way of resistance when he or she responses to change. In this respect, this might depend on the degree of individuals’ receptivity (‘readiness’), readiness (active or passive), openness (covert or overt) and support (supportive or resistant) to change initiatives. Secondly, the cognitive dimension involves each individual’s attitude toward the change. According to his study based on those findings, change commitment and evaluations can lead to negative cognitive attitudes toward change. It’s not quite clear whether he mentioned the commitment from management team in the organization or employee commitment, and it’s about the evaluations from previous or current change implementation. Lastly, an...
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...impact and effect of either leadership styles or learning on the success of M&As – either in the academic or in the practitioner literature (Cartwright and Cooper, 2001) Although scholars and practitioners recognise that acquisitions frequently fail to live up to their potential (Larsson and Finkelstein, 1999), the impact of leadership on the outcomes of the acquisition process and the learning that takes place, has not been well developed or even widely recognised. A review of scholarly and practitioner focused writing on M&As suggest that while much has been written on the actual M&A process, others have only occasionally noted the critical importance of leadership and learning in the success or failure of M&As. Even in those cases where the leadership impact has been acknowledged, past work on M&As has neither examined nor proposed any details concerning what constitutes what learning that actually takes place during M&A or how it makes a difference. A review of academic and practitioner literature on M&A reveals that discussion of the primary determinants of M&A process and outcomes rarely ever mention the workplace learning that takes place nor the leadership necessary to facilitate that process. Instead, when they do refer to leadership, they tend to focus exclusively on a highly rationalised notion of strategy development. Where literature has identified key M&A factors, the treatment of learning from mistakes and leadership related issues has tended to remain narrow...
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...UNDERSTANDING EMOTIONS IN ORGANIZATIONAL CHANGE Table of Contents 1. Abstract 3 2. Introduction 3 3 Relating Emotions and Identity and Change 4 3.1 Emotions and Identity connection 4 3.2 Continuous Change Challenges Identities 5 3.3 Identity Work and Emotion in Change 6 3.4 Organizational change and Emotions 7 4. Counter Productive Emotion Management 8 4.1 Display Rules 8 4.2 Change Roles and Obligations 9 4.3 Interpersonal Influence 9 5. Guidelines for managing emotions during change 9 6. Discussion 10 7. Conclusion 11 8. References 12 Abstract Change is endemic. It is rapid, and often has significant implications. Change has become the norm rather than the exception, leading organizations through fundamental change processes still poses a major challenge to management. Emotional reactions are often viewed as one of the obstacles to successful change. In this paper I re-conceptualize the emotional experience of change through an identity lens, guided by the question of how and why organizational changes tend to be experienced emotionally. Firstly, I argue that continuous organizational changes are experienced emotionally. Secondly, I view identity as constructed from experiences relating a person to his/her world. I argue that organizational change alters such relationships which form our identity. And third I assume that as outcome of such disruptive changes, individuals engage...
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...ALIGNMENT OF ORGANIZATION STRATEGY WITH HUMAN RESOURCE DEVELOPMENT (HRD), AS A WAY TO IMPROVE INDIVIDUAL AND ORGANIZATIONAL PERFORMANCE There is increased need of human resources development to meet today’s organizations’ needs, which are ever changing due to globalization that has resulted into more competition in the global markets (Garavan, Heraty, & Barnicle, 2002). According to Hyland (2005), human resource development (HRD) refers to the process of enhancing human resource capability through strategies and development, organization development and career development in order to boost their performance, which in turn boosts an organization’s performance. Therefore, HRD functions can be described as a set of organized and systematic activities, which are planned to provide opportunities to an organization’s members to acquire skills necessary for meeting their present and future job requirements (Chien-Chi & Gary, 2008). In today’s competitive markets and ever changing external environmental factors, HRD has become of great importance since it ensures productive and successful management (Du Plessis, Nel, Struthers, Robins, & Williams, 2007). Many organizations have therefore adopted the strategy of integrating their organization’s strategy into their HRD functions (Schuler, 1992), in addressing the changing external environment. Hyland defines organizational strategy as a plan of activities that an organization needs to undertake in order to meet its short-term...
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...Downloaded from org.sagepub.com at Sheffield Hallam University on January 18, 2014 Article Organization 18(1) 23–44 © The Author(s) 2011 Reprints and permission: sagepub. co.uk/journalsPermissions.nav DOI: 10.1177/1350508410372151 http://org.sagepub.com Ways of constructing research questions: gap-spotting or problematization? Jörgen Sandberg Mats Alvesson UQ Business School, University of Queensland, Australia Department of Business Administration, University of Lund, Sweden Abstract This article examines ways of constructing research questions from existing literature, which are likely to promote the development of interesting and influential theories. We review 52 articles in organization studies and develop a typology of how researchers construct their research questions from existing literature.The most common way across paradigmatic camps is to spot various ‘gaps’ in the literature and, based on that, to formulate specific research questions. The dominance of gap-spotting is surprising, given it is increasingly recognized...
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...A Literature Review on Absorptive Capacity Abstract This paper reviews the developed body of literature on absorptive capacity over the last two decades. It identifies and discusses the main research streams and argues the tensions in the literature originate from the use of expense in R&D as a means of developing AC. Following from that, and building on the recent developments in literature, I argue that research in this area are needed and that the focus of research has to be aligned again to the Cohen and Levinthal’s 1989 and 1990 papers that discuss the general commercial application of acquired knowledge. This study, therefore, contributes to the understanding of absorptive capacity's antecedents and outcomes by offering important recommendations for policy makers and firms’ management. Introduction Nowadays, internal research and development (R&D) are integrated with knowledge sources external to the firm through licensing, company acquisition, R&D outsourcing, or the hiring of qualified researchers with relevant knowledge. This simultaneous internal and external knowledge acquisition activities prompt that these two activities are complementary. This recall the notion of “absorptive capacity”. The motivation on choose the topic of absorptive capacity (AC) is due to the large use of it by researchers to explain various organizational phenomena. In addition, according to the focus of the course on developing and emerging economies, AC can act as a valuable complement...
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...Organisational Change Management Name Institution Course Date Organisational Change Management Introduction Currently, the economic pressures and changing political priorities allow the need for organisational change in the public and private bodies (Bauer, 2008). However, carrying out changes in an organisation is a complex process that can lead to negative and positive outcomes, thus it is important to concentrate on accessible evidence that would make the process effective and efficient. Change is considered a multi-level phenomenon. There is a gap on the literature regarding to management change in administration perceptive. Management literatures provide a number of cases of sectorial and organisational in the public sector (Sminia and Van, 2006). This indicates the relevance of exploring a number of literatures to determine the nature and range of evidence that is based on the change within public sector. This paper establishes an exclusive literature review that will provide evidence related to organisational management change (Fernandez and Rainey, 2006). This paper will explore some examples of organisational change, factors that leads to resistance to change before looking at the psychological contract concept of change. The paper will also set out research on sustainability of change and psychological change theories before concluding by exploring a number of literatures to determine in detail information on management change. Due to the technological development...
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