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This paper provides an overview of a series of research projects investigating the diffusion and appropriation of technologies for production and inventory control (PIC). These technologies are referred to, collectively, as production and inventory control systems (PICS) though also appear under a number of other names (for example, computer‐aided production management). PICS are information technologies used, predominantly by operations management or logistics personnel in manufacturing industry, to plan and schedule production runs and materials handling so that materials are available when required for production without holding unnecessary inventory. Typically, though not always, the technologies are computer‐aided. Like other technologies, they involve a significant amount of organisational as well as technical innovation (c.f. Damanpour, et al, 1989).

Success in appropriating technological innovations is likely to be a key factor in maintaining a firm′s competitive advantage. Managers′ cognitions, or belief systems, play an important role in the decision‐making process that leads to the adoption of innovations, but research in this area has been neglected. Reports on a cognitive mapping methodology that has been used to reveal managers′ beliefs about the causes and effects of a particular type of technological innovation. These managers′ beliefs are compared with suggestions made in the academic literature about the factors that influence a firm′s level of innovation and some interesting differences are discussed. Concludes by examining the potential for cognitive mapping techniques to be used as practical tools to assist managers in their decision making.

Begins with a critical review of the literature on knowledge management, arguing that its focus on IT to create a network structure may limit its potential for encouraging knowledge sharing across social communities. Two cases of interactive innovation are contrasted. One focused almost entirely on using IT (intranet) for knowledge sharing, resulting in a plethora of independent intranets which reinforced existing organizational and social boundaries with electronic “fences”. In the other, while IT was used to provide a network to encourage sharing, there was also recognition of the importance of face‐to‐face interaction for sharing tacit knowledge. The emphasis was on encouraging active networking among dispersed communities, rather than relying on IT networks. Argues for a community‐based model of knowledge management for interactive innovation and contrasts this with the cognitive‐based view that underpins many IT‐led knowledge management initiatives.

The paper aims to take a reflective stance on the relationship between policy/evidence and practice, which, the authors argue, is conceptually under‐developed. The paper aims to show that current research perspectives fail to frame evidence and policy in relation to practice.

A qualitative study was conducted in the English NHS in four Primary Care Trusts (PCTs). Seventy‐five observations of meetings and 52 semi‐structured interviews were completed. The approach to data analysis was to explore and reconstruct narratives of PCT managers' real practices.

The exploratory findings are presented through two kinds of narratives. The first narrative vividly illustrates the significance of the active involvement, skills and creativity of health care practitioners for policy implementation. The second narrative elucidates how problems of collaboration among different experts in PCTs might emerge and affect evidence utilisation in practice.

The findings exemplify that policies are made workable in practice and, hence, policy makers may also need to be mindful of practical intricacies and conceive policy implementation as an iterative process.

The contribution of this paper lies in offering an alternative and important perspective to the debate of utilisation of policy/evidence in health care management and in advancing existing understanding of health care management practice. The paper's rich empirical examples demonstrate some important dimensions of the complexity of practice.

Given the importance of information technology in today′s society an understanding of the process by which technologies are diffused within and between societies is clearly important. Presents a model of this diffusion process which has been developed on the basis of an extensive research programme looking at the diffusion of production and inventory control systems within the components sector of British industry. This model suggests attention needs to be paid to three factors – the technological innovation itself, the vendors/suppliers of the innovation, and the user organization. Highlights the practical utility of this approach.

Managing knowledge is a value‐creating process in most organizations and is particularly important in knowledge‐intensive firms. Explores the ways in which groupware might facilitate processes of knowledge creation within a particular type of knowledge‐intensive firm. Based on a case study analysis of an expert consultancy where e‐mail was used successfully for information and knowledge search, and Lotus Notes was used with mixed results in project working, argues that the complexity of articulating the knowledge creation process can be reduced by using e‐mail. Furthermore, e‐mail, when considered in context, is potentially a rich medium for the development of collective knowledge over time despite its purported lean characteristics. Also concludes that, although distributed Lotus Notes databases can obviously alleviate temporal and spatial complexity, this media lacks the richness required for complex processes of knowledge creation. Thus, where temporal and spatial constraints do not exist, there will be substantial barriers for using groupware to support processes of knowledge creation in this type of knowledge‐intensive firm.

Information systems for production management tend to be promoted by technology suppliers as standardised solutions which form a singular “best practice”. However, as these technologies are configurational, the notion of best practice is illusory. Data on the diffusion and design of information systems for production management across four European countries indicate distinctive national differences. It is argued that these can best be explained at two levels: first, national differences in the social institutional networks through which information about these systems is diffused socially shapes patterns of adoption and design; second pre‐existing patterns of work design and managerial practices may influence the degree of “fit” between particular design philosophies and prevailing organizational contexts in different countries. Differences in the particular roles of professional association networks and technology suppliers in the diffusion process are explained in terms of different patterns of knowledge sharing across countries.

Reviews the latest management developments across the globe and pinpoints practical implications from cutting‐edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Organizations' managements must recognize that continued success can bring with it a fear of failure. This means that the people charged with creating and/or developing projects and products need a certain amount of protection from having their creativity replaced with conservatism.

Provides strategic insights and practical thinking that have influenced some of the world's leading organizations.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy‐to digest format.

INTRODUCTION The work of Lewin and his associates showed that the same groups of people behave in distinctly different ways under leaders whose styles differ. Subsequently, many researchers have stressed the efficiency of leadership that emphasizes consideration, mutual identification, and personal influence. Impressive evidence has been mustered in support of this position through a number of studies by staff members of the Child Welfare Research Station at Ohio University and the Institute for Social Research at the University of Michigan. These studies charted the reactions of a range of subjects to different types of supervision with the general objective of contrasting levels of performance associated with three leadership types. The performance criteria were productivity, inter and intra‐job movement, absenteeism, satisfaction with the job situation and personal motivation.