Ad H. van der Zwaan and Eric Molleman
An increased level of self‐organization, particularly in autonomous work teams, is widely believed to be a necessary part of a successful firm and a factor in many modern…
Abstract
An increased level of self‐organization, particularly in autonomous work teams, is widely believed to be a necessary part of a successful firm and a factor in many modern restructuring initiatives. This article investigates the limitations of self‐organized groups and surveys these limitations from two important perspectives: (1) limits that are inherent to the production structure and equipment, and (2) limits that relate to the firm’s workforce. With respect to the first issue, the predictability of markets and the standardization of production situations provide strong reasons for limiting the opportunities for self‐organization. In terms of a firm’s workforce, problems such as learning capability, motivation, identity, ambition, and prestige must be taken into account before introducing self‐organizational practices. Additionally, the delegation of authority, the resulting redundancy of middle managers and the relevant compensation for the workers concerned must also be considered. In conclusion, self‐organizing teams relate to many constraints, all of which should be considered before putting these teams into practice.
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Many methodology sources suggest that a researcher should in advance frame the research project and make a choice among these options and should subsequently stick to his or her…
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Many methodology sources suggest that a researcher should in advance frame the research project and make a choice among these options and should subsequently stick to his or her frame and choice. In this article a different, more natural, research trajectory design is presented which is labelled the “iterative theory‐building process”. The main feature of this approach is that research questions may be changed over time based on material collected and that research strategies, data collection and analysis methods and tactics should fit the (changing) research questions and process phases. The rationale of this “iterative theory‐building process” is explained and the strategies that can be chosen from the research trajectory design are further discussed.
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Tries to clarify and to define more strictly some centralconnotations of popular concepts in the field of personnel policy:mobility and flexibility. Develops a model connecting…
Abstract
Tries to clarify and to define more strictly some central connotations of popular concepts in the field of personnel policy: mobility and flexibility. Develops a model connecting these concepts within a single theoretical scheme.
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Peter Boxall, Meng-Long Huo, Keith Macky and Jonathan Winterton
High-involvement work processes (HIWPs) are associated with high levels of employee influence over the work process, such as high levels of control over how to handle individual…
Abstract
High-involvement work processes (HIWPs) are associated with high levels of employee influence over the work process, such as high levels of control over how to handle individual job tasks or a high level of involvement at team or workplace level in designing work procedures. When implementations of HIWPs are accompanied by companion investments in human capital – for example, in better information and training, higher pay and stronger employee voice – it is appropriate to talk not only of HIWPs but of “high-involvement work systems” (HIWSs). This chapter reviews the theory and practice of HIWPs and HIWSs. Across a range of academic perspectives and societies, it has regularly been argued that steps to enhance employee involvement in decision-making create better opportunities to perform, better utilization of skill and human potential, and better employee motivation, leading, in turn, to various improvements in organizational and employee outcomes.
However, there are also costs to increased employee involvement and the authors review the important economic and sociopolitical contingencies that help to explain the incidence or distribution of HIWPs and HIWSs. The authors also review the research on the outcomes of higher employee involvement for firms and workers, discuss the quality of the research methods used, and consider the tensions with which the model is associated. This chapter concludes with an outline of the research agenda, envisaging an ongoing role for both quantitative and qualitative studies. Without ignoring the difficulties involved, the authors argue, from the societal perspective, that the high-involvement pathway should be considered one of the most important vectors available to improve the quality of work and employee well-being.
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This chapter describes the change efforts and action research projects at a Dutch multinational which, over a period of 25 years, produced in one of its businesses a zigzag path…
Abstract
This chapter describes the change efforts and action research projects at a Dutch multinational which, over a period of 25 years, produced in one of its businesses a zigzag path toward collaborative leadership dynamics at the horizontal and vertical interfaces. The chapter also identifies the learning mechanisms that helped achieve this transformation. Changing the patterns at the vertical interfaces proved to be a most tricky, complex, and confusing operation. The data show that organizations need hierarchical interfaces between levels, but are hindered by the hierarchical leadership dynamics at these interfaces. The data furthermore show that competitive performance requires more than redesigning horizontal interfaces. A business can only respond with speed and flexibility to threats and opportunities in the external environment when the leadership dynamics at agility-critical vertical interfaces are also changed.
This chapter is focussed on the macro context of higher education and describes the historical developments in higher education and how these developments affect academic jobs and…
Abstract
This chapter is focussed on the macro context of higher education and describes the historical developments in higher education and how these developments affect academic jobs and academic work. When we sketch the development of higher education with a few broad strokes of the pen, we see (1) a development from a small-scale elite institution to broad training (and research) institutes; (2) a struggle over control of higher education; and (3) a movement in which higher education is professionalized and increasingly assigned a societal task, with a series of consequences for education, research and impact. These developments contribute to a field of tension in which old traditions of academic behaviour must be reconciled with demands that are placed on higher education by society. This makes talent management, both on an individual and collective level, no easy task.
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Ben S. Kuipers, Marco C. De Witte and Ad H. van der Zwaan
In this paper, we will show that the debate between advocates of lean production and the socio‐technical approach has concentrated too much on the design aspect of the production…
Abstract
In this paper, we will show that the debate between advocates of lean production and the socio‐technical approach has concentrated too much on the design aspect of the production structure, while neglecting the development aspect of teamwork. This paper addresses the question whether it is production design or team development that explains business performance and the quality of working life. The data are taken from four departments of the Volvo truck plant in Umeå (Sweden) that is redesigning from socio‐technical based assembly to line‐assembly. We conclude that good design of the production structure is necessary, but not sufficient for good performance; team development is just as important, although it requires a favorable context.
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J.H. von Eije, M.C. de Witte and A.H. van der Zwaan
Mainstream literature on long‐term performance of initial public offerings focuses on long‐term underperformance. Because underperformance is an anomalous phenomenon, many authors…
Abstract
Mainstream literature on long‐term performance of initial public offerings focuses on long‐term underperformance. Because underperformance is an anomalous phenomenon, many authors search for explanations based on financial market imperfections. More recently, however, the attention shifts from underperformance to long‐term performance in general. This induces the search for other than financial market imperfections in explaining under‐ or outperformance. This article presents the idea that in many companies the preparation for the IPO and the IPO itself may bring organizational change. It searches for IPO‐related organizational change in The Netherlands with interviews of Dutch corporate officers. The research shows that an IPO primarily changes financial management and financial reporting, but that other types of organizational change may also be relevant. Moreover, long‐term stock market performance was on average higher in companies where IPO‐related organizational changes were reported than in companies where the changes were not reported.
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Student interest and learning success is an important component of teaching learning research. However, while the impact of emotions and psychological needs on students'…
Abstract
Purpose
Student interest and learning success is an important component of teaching learning research. However, while the impact of emotions and psychological needs on students' achievements has been a focus of research, the impact of their physiological needs has been under studied. In this explorative study, I examine what impact the physiological and psychological needs of student teachers have on their feelings, motivation, and interest in different learning settings.
Approach
The research method used was the daily reconstruction method and included the Felix-App, a new digital research and feedback tool that allows the measurement of feelings, needs, motivation, and interest in real time.
Findings
The results suggest the importance of physiological needs for perceived emotions, motivation, and interest in the learning subject. The psychological needs, on the other hand, are of less importance.
Originality
The Felix-App is an innovative tool to learn more about learners' emotions and needs in real learning settings. The importance of physiological needs has been known since Maslow, but should be considered much more in the context of teaching and learning research in the future. There is a need for further research on the importance of physical aspects in learning.