Valentin H. Pashtenko, Matthew H. Roy and Sanjiv S. Dugal
Examines non‐linear adaptation to change in the high‐technology environment of the computer industry. These environments are defined, and the efficacy of different organizational…
Abstract
Examines non‐linear adaptation to change in the high‐technology environment of the computer industry. These environments are defined, and the efficacy of different organizational adaptations is assessed with respect to these environments. Results from our analyses show that there is a direct and causal relationship between the employment of non‐linear organizational archetypes and organizational effectiveness within high‐technology industries.
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Matthew H. Roy and Sanjiv S. Dugal
This research investigates relationships between group cognitive make‐up, co‐operative context, and the development of interpersonal trust. Results show that groups composed of…
Abstract
This research investigates relationships between group cognitive make‐up, co‐operative context, and the development of interpersonal trust. Results show that groups composed of individuals with similar cognitive processes are more trusting and achieve higher levels of performance than heterogeneous groups. Outlines the motivation and results of this study. Technological advancements are changing the competitive landscape in most industries. Many organizations are modifying both inter‐ and intra‐organizational structures to address the resultant competition. These modifications largely focus on increased small group co‐operation. In the execution of these changes managers frequently assume that employees will adapt to new co‐operative forms. In the adaptive process, previous research documents the importance of trust for successful co‐operation during organizational changes. Recognizes the importance of evaluating and considering two important factors prior to assigning groups to change teams: cognitive flexibility; and front loading group activities with collaborative decision processes.
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Matthew H. Roy and Sanjiv S. Dugal
To introduce a conceptual model for increasing the likelihood that gainsharing plans will be successfully implemented.
Abstract
Purpose
To introduce a conceptual model for increasing the likelihood that gainsharing plans will be successfully implemented.
Design/methodology/approach
The literature on gainsharing plans is rich in descriptions of how individual cases were successful or unsuccessful owing to various situational variables. Research on the effects gainsharing plans have on organizational effectiveness is much needed. The present paper builds on current research by providing a general model of factors that determine whether a particular gainsharing effort will increase organizational effectiveness. A review of the empirical literature provides support for the model presented.
Findings
Gainsharing can be an important and successful intervention for many organizations. The keys to success are involving all stakeholders in the development of the plan, developing an easy to understand formula for sharing gains, maintaining transparency, and ensuring that the plan's goals are in line with the organization's goals.
Originality/value
Develops a conceptual model which can be used by many organizations in an attempt to use gainsharing as a means to increase organizational effectiveness. Considerations for future research are discussed.
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Sam M. Mwando, Amin Issa and Verinjaerako Kangotue
The purpose of this paper is to examine the perception of university staff and students in implementing flexible working arrangements (FWA) to increase space efficiency, lower…
Abstract
Purpose
The purpose of this paper is to examine the perception of university staff and students in implementing flexible working arrangements (FWA) to increase space efficiency, lower overheads and improve productivity at the Namibia University of Science and Technology.
Design/methodology/approach
Data was collected using questionnaires, interviews and document searches. A total of 253 university staff (academic and support) and students were surveyed to solicit their perceptions on the extent to which FWA could be implemented to ensure space optimisation, minimise property related costs and improve employee productivity.
Findings
The study confirms that the successful implementation of FWA needs coordinated institutional policy to effectively support and cater to university staff’s different needs while meeting those of the university. Implementing FWA may reduce demand on utilities resulting in lower overheads for the institution. Based on the findings, the study is inconclusive on whether FWA improves or reduces staff productivity.
Practical implications
In the era of austerity measures in institutions of higher education (IHE), with rapid advances in communication information technologies, FWA are not only a possibility but inevitable to ensure optimal use of space, lower operating costs and improved work productivity. This study provides a cursory understanding of the possibility to implementing FWA in higher education.
Originality/value
This study contributes to the FWA body of knowledge from the perspective of both academic, non-academic staff and students in IHE.
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Grace Ann Rosile and Robert F. Dennehy
This chapter covers the history of the Standing Conference for Management and Organizational Inquiry (sc’MOI). It develops insights into embodiment conference practices, how…
Abstract
This chapter covers the history of the Standing Conference for Management and Organizational Inquiry (sc’MOI). It develops insights into embodiment conference practices, how critical storytelling was part of our conference work from the beginning, and how the conference community used “ensemble leadership” rather than a hierarchical solo leader, or board-led approach. Sc’MOI existed for 25 years, and disbanded, while still solvent.
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The aim of this paper is to examine the mediating role of employee competencies in the association between human resource management (HRM) practices and organizational…
Abstract
Purpose
The aim of this paper is to examine the mediating role of employee competencies in the association between human resource management (HRM) practices and organizational effectiveness of the pharmaceutical industry in Ghana.
Design/methodology/approach
An integrated research model was developed by combining principal factors from existing literature. The validity of the model was tested by applying structural equation modelling (SEM) to the data collected from 550 employees of the selected pharmaceutical industries. The reliability and validity of the dimensions are established through confirmatory factor analysis (CFA) and related hypotheses tested using SEM.
Findings
The results indicate that some HRM practices influence organizational effectiveness through their impact on employee competencies. The study further revealed that employee competencies mediate the association between HRM practices and organizational effectiveness.
Research limitations/implications
The research was undertaken in the pharmaceutical industry and the analysis based on cross-sectional data which cannot be generalized across a broader range of sectors and international environment.
Practical implications
The findings of the study have the potential to help stakeholders, policy makers and management of the pharmaceutical industry in espousing suitable and well-articulated HRM practices to influence and shape the skills, knowledge and behaviour of employees and inordinately enhance organizational effectiveness.
Originality/value
This study extends the literature by adducing evidence empirically that employee competencies mediated the association between HRM practices and organizational effectiveness of the pharmaceutical industry in Ghana.