The Synergy and Substance of Organizational and Community Change in the Response to Crime and Conflict: The Emergence and Potential of Restorative Justice

The story of the one-hundredth monkey has generated new ways of thinking about cultural transformation. Different experiences and new understandings of justice have emerged in a variety of cultural contexts and led to a rather sudden multi-national shift in thinking about the collective response to crime, harm and conflict that raises broader theoretical questions about restorative justice as a social movement or innovation. This article will describe the restorative justice movement in an historical context and its emergence into a worldwide phenomenon. The authors also examine the role of communities, or “instrumental communities” in public organizations.     

Introduction to the Symposium: Communities,Organizations, and Restorative Justice Reform

Restorative justice, in treating organizations as communities, and viewing them as both cause and solution to problems of crime, harm and conflict, provides its revolutionary insights and groundbreaking efforts to transform and localize intervention in response to these problems. The contributions to this special issue focus on restorative justice as a way of addressing crime and crime-related concerns to the greatest extent possible within such community organizational contexts (i.e., workplaces, schools, universities, and residential programs for delinquents). The authors demonstrate how restorative practices have implications for community building and organizational reform based generally on a learning theory of cultural change.     

Restorative Justice and College Student Misconduct

This article reports the findings of a restorative justice program to address student disciplinary problems at Skidmore College. Based on the model of “Community Reparative Boards” developed by the Vermont Department of Corrections for probation cases, the Skidmore Integrity Board is representative board of students, faculty, and staff. The article describes the nature and purpose of the board and reports findings from three recent years of board activity.     

Setting a Context for Explaining Risk

Agency representatives often believe that if they could only find ways to explain risk data more clearly, communities would accept risk that scientists see as minimal, and take seriously risks scientists see as serious. While explaining the data effectively is important, agencies and industries need to place a greater priority on understanding community concerns, involving communities in risk decisions, and developing trust and credibility.     

HRD research and practice after ‘The Great COVID-19 Pause’: the time is now for bold,critical, research

ABSTRACT

The COVID-19 pandemic has disrupted life as we knew it and created an unprecedented opportunity to pause and assess ‘normal’ life and work. We have an opportunity to create a new ‘normal.’ What possibility does the chance to show up differently in our lives and work hold? The pandemic has caused significant shifts in values that will affect individuals, organizations, communities, and nations. This article challenges HRD scholars and practitioners to imagine how HRD might create a new normal through bold, critical research inquiry that interrogates exclusion, pursues organization and social justice, and creates humanly sustainable organizations and communities.     

Models of Change Agency: a Fourfold Classification

Change agents often play significant roles in initiating, managing or implementing change in organizations. Yet these roles are invariably exaggerated or misrepresented by one-dimensional models that ignore the full complexity and scope of change agent roles. Following a review and theoretical clarification of some of the literature and empirical research on change agency, a new fourfold classification of change agents is proposed, covering leadership, management, consultancy , and team models . The four models reaffirm the significance of the multifaceted and complex roles change agents perform in organizational change, while underlining the importance of conceiving change interventions within organizations as processes that need to be coordinated and effectively managed.     

Development of a local Physician Executive Leadership Program

Dramatic changes are occurring at a rapid pace throughout the United States in virtually all aspects of health care delivery. Physicians, hospitals, consumer groups, and others are thus facing new and greater uncertainties and are forced to adapt to a continually shifting environment. Fundamental change of this magnitude has and will continue to result in the formation of new alliances and organizations within which physicians and others will be forced to function. To participate effectively in these processes of change and to maintain influence within these new organizations, physicians will need leadership and management skills. To address the challenges facing current physician leaders and the need to develop more effective leaders, Sharp HealthCare developed its Physician Executive Leadership Program. This article describes the program and summarizes some of the lessons learned regarding the training of physician executives and leaders in today's changing health care environment.     

The impact of emerging markets on staffing the global organization:: A knowledge-based view

As organizations become more global in their strategic orientation, the need for developing global managers becomes imperative. One of the distinguishing features of global organizations is to effectively manage global operations in a consistent manner but at the same time allow flexibility at the country level to effectively compete. Acquisition and sharing of tacit social knowledge necessary to work globally but with a contextual understanding of local markets require a unique set of management skills. The process of inpatriating host and third country nationals into the home country organization appears to hold significant potential in developing a pool of future global managers. This article presents a theoretical perspective to analyze the contextual factors influencing the staffing choice when to utilize expatriate and inpatriate managers in global organizations.     

Participation and Change: Using Large Group Intervention Methods to Inform Reflective Practice in a Community of Public Organizations

Public leaders face increasing pressure to build effective organizational communities. However, the purposive-rational foundation of knowledge in existing theory fails to inform the reflective practice necessary for this level of change. This article contrasts the prevailing viewpoint with the notion of changing organizations, an approach rooted in critical theory in which large group intervention methods are employed to foster participation and emancipatory change across organizational communities. The article features a case study involving a local government grant-making agency to show how participants engaged in reflective practice as a way of patterning community-wide change.     

Innovation communities' contributions throughout firms’ innovation processes: An outdoor sports industry case study

Although it is crucial for firms to select openness patterns and strategies to involve innovation communities more effectively, the literature treats innovation communities as homogeneous. However, organizations may mobilize various innovation communities, including external and/or internal members. Similarly, little is known about how firms may involve those different types of innovation community during the distinct phases of their innovation processes. In this context, our main research questions are: For what contributions do companies solicit innovation communities? Do these contributions vary in content and intensity depending on the community and the phase of the innovation process? We distinguish between three types of innovation community (user, practice, and epistemic) and use a dynamic approach, considering four innovation process phases (opportunity recognition, search for solutions, development, and diffusion). The multicase study design includes three iconic firms from the outdoor sports industry and relies on archival data, observations, and 31 semidirective interviews with members of their innovation teams. Our results first show the important involvement of innovation communities during the innovation process. They also highlight the complementary use of those communities to manage their contributions, alongside their dark sides, better. Finally, we emphasize the crucial contribution of internal communities of practice in the firms’ open innovation strategies.     

E‐Procurement Infusion and Operational Process Impacts in MRO Procurement: Complementary or Substitutive Effects?

The procurement of maintenance, repair, and operating (MRO) goods has remained a relatively understudied topic in the literature. Though vital cost efficiencies can be extracted from procurement processes through investments in e‐procurement systems, there is little empirical work that addresses how such systems should be deployed within organizations. In this study, we focus on the role of e‐procurement systems in MRO procurement and study two critical aspects of infusion. The first dimension captures the depth of e‐procurement use within the procurement function, while the second dimension depicts the breadth of use. We argue that these two dimensions of e‐procurement use, and their interaction, will be related to the performance of the MRO procurement process. Using survey data from 193 service organizations and structural equation modeling techniques, we show that the two infusion dimensions are significantly associated with improved process performance. Additionally, we show a substantial substitutive effect between the two use dimensions on performance. Our work has significant implications for managers who seek to gain efficiencies by the deployment of Internet‐based technologies within operational processes. Our conceptualization of e‐procurement infusion along two dimensions provides a more fine‐grained analysis of performance benefits accruing from the infusion of information technologies within organizations.     

Navigating the Life Cycle of Trust in Developing Economies: One‐size Solutions Do Not Fit All

Trust is critical to the development and maintenance of collaborative and cohesive relationships in societies, broadly, and in organizations, specifically. At the same time, trust is highly dependent on the social context in which it occurs. Unfortunately, existing research involving trust remains somewhat limited to a particular set of developed economies, providing a window to explore a culture's stage of economic development as a key contextual determinant of trust within organizations. In this article, we review the state of the scholarship on trust and identify those qualities of trust that are common in organizations at similar stages of economic development, referred to as its etic aspects. We then also distinguish those elements of trust that are, to the contrary, culturally specific or emic in nature. We structure our discussion around the “life cycle of trust” (i.e., the creation, maintenance, and postfracture repair of trust) and consider unique factors in its application to developing economies. In doing so, we ground our examination in expository examples through field experience in Haiti. We conclude with the proposal of a framework for future research oriented toward the resolution of remaining theoretical and empirical queries as they relate to trust in developing economies.     

Family Status and Work Attitudes: An Investigation in a Professional Services Firm

To help employees better balance work and family responsibilities, organizations are increasingly offering a variety of work–family programmes. However, anecdotal reports suggest that employees without spouses or children perceive that they receive fewer organizational benefits and bear greater burdens than their married or parent counterparts. By providing a more ‘family‐friendly’ work environment, organizations may foster perceptions of inequity in people without families (single adults without dependent children, SAWDCs), possibly resulting in lower job satisfaction and other work‐related outcomes. Using a sample of 454 employees of a professional services firm, we examined attitudinal differences between individuals with and without families. Findings suggest that SAWDCs and non‐SAWDCS differed in terms of age, organizational level, use of flexible work arrangements and firm tenure. However, we found no differences in hours worked, job involvement, job satisfaction or organizational commitment. Interestingly, SAWDCs had more favourable perceptions of the organization's work–family culture than non‐SAWDCs, suggesting that those who do not utilize family‐friendly benefits view them more favourably than those who actually need or use the benefits. In addition to identifying directions for future research, we offer suggestions for organizations, including taking a more universal approach to benefits to the advantage of all employees.     

Matching Communities and Hierarchies within the Firm

This article, which draws on recent literature on organizational communities, raises the question of the coherence of the firm through the analysis of the dialectic interaction between hierarchies and Knowledge-Intensive Communities (KnICs) within the firm. Focusing on the cognitive dimension of the firm, we analyze the matching between hierarchies and KnICs and draw conclusions as to the coherence of the firm. Using two key elements (the frequency of interactions and the intensity of communication between communities), we draw a typology allowing a better understanding of the processes of coordination and knowledge creation within the firm. This revised version was published online in July 2006 with corrections to the Cover Date.     

Dealing with Pluralism: A Response to Michael Zigarelli's Article on How Title VII Erodes the Mission of the Religious University

This response to Professor Zigarelli will consider three main elements within his argument – the religious university, preferential hiring, and the maintenance of a distinctive culture – in order to identify and clarify his normative presumptions and to suggest some implications of his views about religious universities for other organizations, like business corporations. It concludes by suggesting that Zigarelli should move from an orthodox to a more liberal response to pluralism in organizations.     

Toward a theory of local legitimacy by MNEs in developing nations: Newmont mining and health sustainable development in Peru

This paper describes a current initiative by Newmont Mining Corporation (Newmont) to develop sustainable community benefit in communities around its mining operations in Peru in response to heightened criticism of Newmont by non-government organizations and the media. Using anthropologically oriented methods, a community health assessment project in an area of projected mining is described in detail in this paper. This case adds to London and Hart's social embeddedness strategy for multi-national enterprises (MNEs) working in developing nations by introducing a locally-based community interaction model, which we describe as a local legitimacy strategy, in an effort to bring about sustainable development in the communities that surround a MNE's production activities. The components of our local legitimacy strategy include co-analysis of community needs by MNEs and community partners, and planning and investment in developments to enhance the social fabric and the physical infrastructure needs of communities. The developing world is getting better at publicizing and monitoring the work of MNEs. We argue that it will be increasingly necessary for MNEs, like Newmont, to add local sustainable benefit into their strategic mix to gain the social license and legitimacy that is needed to operate in poorer communities.     

Participatory Action Research in Affordable Housing Partnerships: Collaborative Rationality,or Sleeping with the Growth Machine?

Abstract

Participatory Action Research (PAR) emphasizes working with communities to develop questions that are relevant to their needs, then co-generating research to answer these questions. Typically, PAR focuses on empowering marginalized communities. Transforming Housing is a community–university collaborative partnership based in Melbourne Australia, with researchers asking developers, government, investors and community housing providers what they need to know in order to provide more and better affordable housing, then collectively generating ideas. After three years, this article takes a reflective practice lens to examine both possibilities and pitfalls arising from PAR with the rich and powerful. The article concludes that collaborate research on affordable housing can lead to outcomes intellectually honest, sustainable beyond political cycles and capable of effecting positive change at both the local and the metropolitan scales. However, this form of collaborative research can be easily derailed by politics, and does not address underlying structural inequalities.     

Reframing Resilience: Equitable Access to Essential Services

We urgently need to put the concept of resilience into practice if we are to prepare our communities for climate change and exacerbated natural hazards. Yet, despite the extensive discussion surrounding community resilience, operationalizing the concept remains challenging. The dominant approaches for assessing resilience focus on either evaluating community characteristics or infrastructure functionality. While both remain useful, they have several limitations to their ability to provide actionable insight. More importantly, the current conceptualizations do not consider essential services or how access is impaired by hazards. We argue that people need access to services such as food, education, health care, and cultural amenities, in addition to water, power, sanitation, and communications, to get back some semblance of normal life. Providing equitable access to these types of services and quickly restoring that access following a disruption are paramount to community resilience. We propose a new conceptualization of community resilience that is based on access to essential services. This reframing of resilience facilitates a new measure of resilience that is spatially explicit and operational. Using two illustrative examples from the impacts of Hurricanes Florence and Michael, we demonstrate how decisionmakers and planners can use this framework to visualize the effect of a hazard and quantify resilience-enhancing interventions. This “equitable access to essentials” approach to community resilience integrates with spatial planning, and will enable communities not only to “bounce back” from a disruption, but to “bound forward” and improve the resilience and quality of life for all residents.     

Risk Framework for an Organizational System With Major Components

Many large organizations accomplish their various functions through interactions across their major components. Components refers to functional entities within a large complex organization, such as business sectors, academic departments, or regional divisions. The dependency between the various components can cause risk to propagate through their overall system. This article presents a risk assessment framework that integrates risk across a diverse set of components to the overall organization functions. This project addresses three major challenges: aggregating risk, estimating component interdependencies including cycles of dependencies, and propagating risk across components. The framework aggregates risk assessments through a value function for severity that is evaluated at the expected outcome of accomplishing planned goals in terms of performance, schedule, and resources. The value function, which represents risk tolerance, scales between defined points corresponding to failure and success. Different risk assessment may be aggregated together. This article presents a novel approach to establishing relationships between the various components. This article develops and compares three network risk propagation models that characterize the overall organizational risk. The U.S. Air Force has applied this risk framework to evaluate success in hypothetical future wars. The analysts employing this risk framework have informed billions of dollars of strategic investment decisions.