- Hakima Mellah added an answer:Does anyone know any research/publications regarding positions and roles within multi-relational networks or multigraphs?
I am analyzing formal organizational structures as network of tasks. Tasks (nodes) result from the devision of labor and are put into relation by different coordination mechanisms (edges). As this network can be seen as multi-relational (due to the different types of coordination, e.g. hierarchy, work-flow) I am not sure how to analyze, for example, the centrality of a task which has a central position within the hierarchy but not in the work-flow.
Thanks in advance.
i am very happy to receive these papers if possible.
- Filippo Ferrari asked a question:What are theoretical models to explain discrimination vs non-family members in family firms?
Help me to find reference of alternative approach to outgroup's discrimination in family business.Following
- Yasmine Ealey asked a question:Is anyone interested in serving as a participant in a dissertation field test?Please see the attached letter for more information. Simply respond to the question directly if you are available and willing to help. Thank you in advance!Following
- John Thomas Dillard added an answer:What distinguished a functional, from a matrix or process organization?Some suggest that the matrix organization is the next level in organization development were some areas consist of traditional functional departments, such as IT, or HR, whereas other parts of the organization, such as sales and marketing, completely transformed into a process driven organization.Matrix organizations are multi-functional, cross-discipline orgs, such that a horizontal line "cuts" across functional "stovepipes" provides something of a visual depiction. They are best suited for projects -- where specific beginning and end points are identified for a unique endeavor that requires diverse and independent thought to tackle the uncertainty inherent in projects. (Matrix positions can be somewhat uncomfortable for individuals temporarily assigned away from the "flagpole" or leadership of the stovepipes functional domain they came from. Because after all, they are not being observed if matrix end away for a while.) Process orgs conduct less complex, transactional functions -- think banking or insurance or even hospital operations. Functionals are the most traditional, and as Harold Leavitt and others point out, are hierarchical as well. Organizational design in accord with the work at hand is very important -- Gareth Morgan provides good insights in his classic, Images of Organizations. Hope that helps.Following
- Silburn Clarke added an answer:Which steps are absolutely essential to establish a feeling of trust throughout existing departments of small and medium-sized businesses?Everyone is talking about lean management, team building, agile methods and in general about management 2.0. But often we have to face a crucial gap between different styles of management and workflow methods inside a company and in particular between several departments of a company. Thus leading to immense issues concerning communication, productivity and of course trust.
Therefore I would like to point out the importance of trust as a solid groundwork for a company's successful workflow.Building trust requires striving for equity, empathy, participation, transparency and competence among the actors in the SMEFollowing
- Dr. Marilyn B Field added an answer:How can I define "personal characteristics" in organizational research?I have found there is difference between personal characteristics and individual characteristics.Tareq:
Personal characteristics are usally assessed as part of the hiring process.There are many empirical studies indicating that personality assessments are a strong predictor of job performance. These days such assessments measure EQ and and can also demonstrate less potential for adverse impact than cognitive ability tests. The use of personality assessment for personnel selection is becoming increasingly popular among organizations.
Cognitive ability tests assess a persons aptitude or potential to solve job-related problems by providing information about their mental abilities such as verbal or mathematical reasoning and perceptual abilities like speed in recognizing letters of the alphabet.
Integrity tests assess attitudes and experiences related to a persons honesty, dependability, trustworthiness, reliability, and pro-social behavior.
Great topic, Tareq:Following
- Ruth Maria Tappin added an answer:As academicians, do we have to evaluate our colleagues for their previous performance, if their current performance is truly outstanding?Failure or success of any person in academics sometimes is determined by his/her social environment. Sometimes we have to evaluate our colleagues’ achievement. Do we have to count his previous performance if he managed to crawl out from the failure state and became a successful person?This is a loaded question; however, I will offer my personal opinion; however, while past performance may help to provide a more in-depth understanding of an individual's work history, an evaluator must consider that there may have been many reasons why a stellar performer today might have had reports of poor performance in the past. For example, if you worked for an autocratic manager who did not appreciate creativity, innovation and independent though, you might receive poor evaluations from that manager if you were an independent, innovative or creative thinker. If you moved from that stifling environment to one that valued these very characteristics that were not welcomed in your former place of employment, you might bloom, blossom and shine. Thus, you might have a stellar evaluation at your present place of employment - but a poor one from your previous employer. Admitting the narrowness of my interpretation of your question, my point is - wisdom must be applied when considering past performance against present performance since many unknown variables might have an effect on both.Following
- Gustavo Concari added an answer:Which are the published Business Model frameworks or constructs that better include and address organizational design dimensions?I am looking for approaches to business model design that take into fair account the mutual influences between the business model itself and the organizational structure (both at a macro and a micro level).Dear All:
I find very interesting the discussion about business models. I teach management at a degree level faculty and find these tools very usefull. However, I ask myself if that is all. I mean: are there other "clients" for these ideas?, like for instant managers or entrepreuneurs. I ask myself if the models we teach to our students are useful or not for the persons that work inside organizations. What would you say?
- Carmen Wrede added an answer:What is ambiguity in organizations? How can managers and organizations deal with ambiguity?I read James March's book and find the concept very interesting."Since a worker needs to understand clearly what his or her role is, not clearly knowing what one’s role is may result in negative situations."
Have you ever had this moment when you had a really clear vision of something but when you brought it out it was just different and all you got out of it was this "vision of Johanna" feeling?Following
- Marina Burakova added an answer:What is the relationship among state, trait, attitude, and behavior?In organizational behavior, we need to know the relationship among these concepts.Trait is an individual disposition, which does not change over time. State is temporary and reflects that way an individual reacts towards a stimulus. Anxiety can be a trait (someone is usually anxious regardless the stressful character of the stimulus) or a state (someone can be anxious in response to a particularly stressful situation like job interview). An attitude is an evaluation of an object (my job), which consist of a cognitive (what I know about it), an affective (what I feel) and conative (how would I behave towards it). Behaviour in the workplace can be seen as a consequence of one's attitudes towards different job-related targets (satisfied with his/her job), but also of one's dispositional profile (emotionally stable) and current context (high unemployment in the sector).Following
- Lars Taxén added an answer:Are there any contributions linking neuroscience research on coordination to coordination in organizations?Coordination is an elusive concept. I believe that coordination cannot be fully understood unless we can link our innate predispositions for coordinating our every-day actions, like walking or communicating, to coordination in social setting like organizations. Extant research contributions focusing on this link are, as far as I can tell, sparse. I want to find out more about such contributions.Hi,
Thanks all for your valuable comments and references. I have looked through the references, but I can’t really find what I’m looking for. Most are biased towards the neural realm, whereas my main interest is more how the neural and social realms are interrelated. Llinás (2001, p. 64) expressed this as follows: “The most important issue in brain research today is that of the internalization or embedding of the universals of the external world into an internal functional space”.
My line of reasoning is very simple indeed. In order to survive, evolution has brought about certain capabilities for coordinating our actions towards achieving goals that benefit us. Whichever capabilities these are, we must employ them in every situation we encounter, be that making a cup of coffee or coordinating large telecom projects (which I have been deeply involved with). We can’t change our human nature when moving from one situation to another.
So, which are these neural or cognitive coordinative capabilities? In my research I have suggested six different ones, which I believe are all necessary but most likely not sufficient. First, you have to be able to contextualize the situation where the action takes place; to identify relevant things and disregard the rest. Second, you must have the ability to direct your attention to the object in focus for the activity. Third, you must be able to orient yourself spatially in the context. You need to recognize how relevant things are in relation to each other, and what properties you confer upon them. Fourth, you must acquire a sense for the temporal and dynamic structure of the activity; to predict how actions should be carried out in a certain order for achieving the goal. Fifth, you need to routinize actions that are successful in a particular kind of situation. Finally, you must be able to shift attention from one focus to another. A brain lesion that affects any of these capabilities will efficiently arrest coordination. For example, if the superior colliculus is damaged, you cannot shift attention, which is detrimental for acting in the world. For the interested, more details about this approach can be found here: www.neana.se/ICCN-2013.pdf
Thus, my reseach question can be broadly stated as "which are the neural correlates of these six capabilities, and how do they interact?"
So, I guess what I’m looking for are works in a similar vein that bridge the neural and social realm on “equal footing” so to say. Any suggestions are most welcome.
Llinás, R.R. (2001). I of the vortex: from neurons to self. Cambridge, Mass.: MIT Press.Following
- Milad Shz added an answer:Can any one suggest some review studies on "organization structure and strategy" or "organization structure and org life cycle(olc)"?Can any one suggest some review studies on organization structure and strategy or organization structure and org life cycle(olc)?@Ra'ed :
I think the theoretical is more relevant to my work
Thank you for replyFollowing
- Carlos Hernan Gonzalez-Campo added an answer:Is there a difference between being "critical" and being "reflexive"?In the context of social theory generally, and critical theory more specifically. If so, how to best describe this difference?Although both types of research are valid, the argumentation in the reflexive research can be more neutral to make a contribution to the subject.Following
- Ramakrishnan Ramachandran added an answer:If I forgot to do the pilot study for my PhD research, is there any way to make up for that mistake?Unfortunately I have already collected all the data for my study and analyzed it.
I am in trouble guys.
Please if you have any experience with this, please share it
Thank youPilot study is undertaken to find out the validity of the questions in the questionnaire so that the questions can be added/ deleted or modified as the case may be. Since you have already done the full analysis. Still you can use the first 30 or 40 questionnaires collected as pilot study and analyze them separately and check it with the full analysis. In all probability there may not be much difference.
Also see whether your findings are in tune with earlier research.
If there is some difference you can go for further experiments on those portions to make the study more rigorous
Wish you all the bestFollowing
- Robert Ian Westwood added an answer:Does management science have its own paradigm?In some simplification, it can be assumed that the paradigm is a key scientific assertion that aims to explain the complexity of the real world, shared by all scholars. This theorem is of fundamental importance for the study and could be considered as the basis that helps to create other theorems.
In Poland, theorists assume that management sciences is still not developed enough to create its own paradigm that would unite together all occurring trends, directions and schools.
I'm interested in whether similar views are expressed by researchers in other countries.
Is management science need a paradigm at all?Following
- Robert Larsson added an answer:Does anybody know any references/articles/review articles about Lean thinking in the public sectorQuite often people ask me if Lean thinking/management is a smart way of working in the public sector. It's a question about being effective and efficient as organisations in terms of performance. Also people are worried about effects of lean on well-being and motivation.An important issue and here are some additional suggestions. Another interesting paper by Radnor & Osborne (2013) is "Lean: A failed theory for public services?" in Public Management Review.
Additionally, Peter Hasle has written about Lean and the work environment. For example, in the e-book "Prerequisites for Healthy Organizational Change"Following
- Amer A. Al-Atwi added an answer:What is the difference between organizational identity, organizational reputation, organizational image and perceived external prestige?How to distinguish between these constructs theoretically and practically.According to Brown et al. (2006: 101):
Organizational Identity provides an answer to “Who are we as an organization?” and refer to general beliefs about the organization held by organizational members.
Organizational reputation provides an answer to “What do stakeholders actually
think of the organization?” and refers to general beliefs about the organization actually held by others outside the organization.
Organizational image provides an answer to “What does the organization want others to think about the organization?” and describes general beliefs about the organization that organization leaders want important audiences to hold.
Perceived external prestige “What does the organization believe others think of the organization?” and refers to general beliefs that organization members believe others outside the organization hold about the organization.
Brown, T., Dacin, P., Pratt, M., & Whetten, D. (2006). Identity, intended Image, construed image, and reputation: An interdisciplinary framework and suggested terminology. Journal of the Academy of Marketing Science, 34, 99-106.Following
- Paula Diogo added an answer:What reference can I use to define "novice nurse" or "new nurse" and "experienced nurse"?I need to divide a sample group between new and experienced nurses. How can I define exactly how much years of experience one and other kind of nurses? I would like to use a reference that clarify this point. Any suggestions would be helpful.One of the aspects that it considers most relevant in the study of Patricia Benner is to fit a logical research practice to emerging theory; results emerge from practice to provide a theoretical explanation of what nurses actually do.
I fully agree with the study by Benner to answer the initial question.Following
- Lijo Francis added an answer:How do you define mentorship? What are the qualities of a good mentor? How would you define toxic mentorship?Northouse (2010) does not mention the word mentorship in his description of each of the main types of leadership. Is it possible that mentorship could also be practiced in a transformational, transactional, servant, or leader-member exchange paradigm?
Northouse, P. (2010). Leadership: Theory and Practice. California: SAGE Publications, Inc.Following
- Hong Y. Park added an answer:Does anyone have a definition for the term "organizational practice"?The term is used in research articles but is seldom defined. Can you suggest references?The definition of practice is execution or implementation of a plan or an idea in organization. For example, the divisional form of organization was to solve an organizational problem of GM. First, the organization needs to design a plan to solve the organizational problem. Design is making knowledge useful in solving the organizational problem. Once the plan is implemented that practice will become a routine. Routine is known as the god of manufacturing because it makes the operation smooth and efficient. However, it is requisite to make changes in routine for improvement. The organization needs to make seamless transition from an old routine to a new routine if possible. Innovation can be disruptive in organizational operation as Schumpeter stated. Today's business or organizational practice, 'continuing improvement' is to make changes frictionless or smooth (routine) in organizational innovation.Following
- Amer A. Al-Atwi asked a question:What is difference between management and administration?Any explanation about the difference between management and administration would be appreciated.Following
- Gazi Islam added an answer:What are some examples of aesthetic judgments in organizations?I am looking for good examples of situations in organizations (business or otherwise) where people have to make and/or discuss aesthetic judgments. Examples beyond the typically cited example of "evaluating product features", and "office design layouts."Related to the question of aesthetics, has the recent growth in perspectives on "materiality" informed our knowledge of organizational aesthetics? What is the difference, if any, between the materiality discussions and the aesthetics discussions?Following
- Sneha Dohare added an answer:Can anyone suggest research papers on strategies managing of workforce diversity?see aboveThank you......Following
- Aieman Ahmad Al-Omari added an answer:What is the most important attribute of successful leadership for a successful organization?Thanks.Totally agree with all answers. I think now days the most aspect of leadership is RESILIENCE.Following
- Umema Hani added an answer:What is the impact of project management in the software engineering business?Project managementWhen it comes Multiple people involvement in Software engineering business, Project Management is un-avoidable.Following
- Amer A. Al-Atwi asked a question:What is a best paper or book explain population ecology theory?Detailed explanation about population ecology theoryFollowing
- Aria Tsam added an answer:What are the terms: Public Choice, Transaction Cost and Principal-Agent Theories?What are Public Choice, Transaction Cost and Principal-Agent Theories, Public Administration or Governance?
I have gone through some articles but have not been able to comprehend.
All I need is brief explanation to understand what these are in 4-5 lines each.Following
- Abdulla Ahmed Alali asked a question:What is the difference between transformational change and change management?Change management is a broad term, transformational change would be one specific type of change initiative.Following
- Ashutosh Jani added an answer:What are the current challenges faced in different geographic regions in the area of corporate organization behavior?I would like to know the views of prominent professionals in the field of Organization Behavior especially in relation to the current challenges faced by corporations across different geographic areas.Thanks Binod for your views on OB in public sector!Following
About Organizational Theory
General organizational theory