New technology and its impact on well being

Great changes have come about in the last decade regarding the organization of work. High technology and the steadily increasing ideology of technocracy has produced a profound effect on the organization of work in some workplaces. This effect has made the psychosocial and physical working environment tougher, especially for women. The results we are presenting here show that when dividing fishing factories into three technological stages; low technology, middle technology and high technology, the job strain was highest and the decision authority by the employee was lowest in the high technological factories. This even had an impact on health and on the atmosphere at the workplace, where the employees in the high technological factories were more likely to complain about several health problems as well as about low degrees of cheerfulness at the workplace and tiresome jobs. However, these same people were the most positive towards the implementation of the high technology and the new way of organizing their job that the technology introduced.     

How Participatory Work Practices Affect Front-Line Supervisors

Theories abound as to the fate of front-line supervisors when confronted with the introduction of participatory work practices. I seek to increase understanding of how supervisors are affected and track those effects using five consecutive years of survey data from a large U.S. federal agency. Supervisors, on average, resisted organizational change, and this resistance was fairly stable across time. Under a participatory work system, the role of the supervisor became increasingly more demanding even after controlling for changes in production and individual facility characteristics. They remain, however, rather optimistic regarding their career opportunities within the organization.     

Local Unit Performance in a National Nonprofit Organization

Board members and chief professional officers (CPOs) from the local units of a national nonprofit organization completed questionnaires that revealed (1) statistically significant differences as to what functionsand activities each believes the other should do and does perform, (2) areas of possible tension between boards and their CPOs, and (3) those activities with significant correlations to common performance measures established by the national organization. Both board members and CPOs believe boards should be doing more than they do, with CPOs being more critical of board members than they are of themselves or than board members are of them. There is significant tension between boards and CPOs regarding responsibility for some operational issues. However, neither the presence nor absence of tension was significantly correlated with the effectiveness of the organization. Finally, self‐reported measures of effectiveness correlated with external measures developed by the national organization, providing some evidence that self‐reported measures may be valid.     

Public expectations of crisis outcomes in the social media era in China: A communication-mediated psychological mechanism

This study theoretically and empirically identifies a new typology of Chinese publics’ normative expectations of crisis outcomes. It classifies the concept into three culturally relevant dimensions—public expectations of (a) organizational accommodative responses (i.e., how an in-crisis organization should respond), (b) punishment of the organization (i.e., how publics collectively should respond), and (c) government intervention (i.e., how government should respond) for desirable crisis outcomes. Using an online survey of the Beijing public, this study investigates the degree to which information seeking and online expression mediate relationships between crisis blame and the three types of expectations. The study finds that as the level of crisis blame increases, active information seekers expect more regarding organizational accommodation and government intervention, whereas active expressers expect stronger punishments of the organization and less government intervention in China.     

Eine neuer Weg zur Beschreibung beruflicher Leistung: Eigenverantwortung

Self-responsible behavior is introduced as a new part of work performance. It is defined as an organizational behavior, which should be well adapted to a difficult and extra-ordinary situation lacking a well-defined task. A decreasing frequency of clearly defined tasks and roles is observable because of changes due to general restructuring, cutting off hierarchy levels and out-sourcing of major organizational functions. Employees acting in a self-responsible manner face these situations by defining their tasks on their own risk. Other new theories of extra-role behavior (e.g. organizational citizenship behavior, contextual performance or whistle blowing) are classified as either self-responsible or as “carrying out one′s duty” regarding the criteria ‘usefulness for the organization’ and ‘gratuitousness of acts’.     

Dutch top managers and work-life arrangements in times of economic crisis

This paper investigates the considerations of top managers regarding work-life arrangements. A dynamic and contextual approach is taken, using data from 26 semi-structured interviews with top managers from 13 organizations in 2008, before the economic crisis began, and again in 2011, when the ensuing recessions were well under way. Analysis shows that work-life arrangements are increasingly perceived by top managers as integrated into their organizations. However, they indicate that such arrangements should benefit both the employees and the organization. If the consequences of work-life arrangements are perceived by top managers to be negative for their organization, they establish conditions for their use by employees so as to reduce the effect on the organization, rather than refrain from providing the arrangements altogether. During the economic crisis, top managers grew more cost-aware and expressed more concern about negative consequences for their organization. Government regulations are perceived as ‘only normal,’ but in the end top managers wish to remain in control of arrangements. If the law leaves room for interpretation, the Dutch top managers in this study used this freedom to bend the arrangements to suit their own ideas.     

Das Feuer kleiner Gruppen: Analyse der Entwicklungslogik und -dynamik eines Beratungsprozesses

The spark of small groups: An analysis of the developmental logic and dynamics of a consultancy process In the recent past large group interventions have gained increased attention in the systemic consulting literature. In contrast to this tendency, this paper focuses on the significance and effectiveness of small group interventions in business consultancy.Based on a qualitative analysis of a consultancy process, the effectiveness of small group change processes is documented here: Unlike large groups, small groups not only are far more likely to succeed in developing structures which differ from the existing organizational structures, they moreover are much more likely to develop a strong identity which helps them generate the power necessary for change. Especially in conflict situations and in situations where the pressures that are being put on an organization are increasing, small groups are more likely to maintain their identity, another crucial prerequisite for the initiation of a change process.The paper shows that consultancy systems, which differ in structure from the customer organization, are apt to serve as incubators for the development of strong groups within an organization. These small groups are able to push for organizational changes using conflicts process.     

Social organization, population, and land use

A new approach to investigation of human influences on the environment identifies social organization as an influence independent of population size, affluence, and technology. The framework also identifies population events, such as births, that influence the environment. The authors use longitudinal, multilevel, mixed-method measures of local land use changes, population dynamics, and social organization to test this framework. These tests reveal that changes in social organization are strongly associated with changes in land use independent of measures of population size, affluence, and technology. Also, local birth events shape local land use changes and key proximate determinants of land use change.     

Fallstudie: Optimierung des Arbeitsprozesses einer Arbeitsgruppe (Interventionswissenschaft in Aktion)Case study: work process optimisation of a working group (intervention science in action)

The paper describes an intervention research process within an organization. Goal of the research was to optimize the work process of a workgroup. A case study shows applied methods of intervention research in detail. Consideration of a combination of hierarchical organization and e.?g. project teams or workgroups provides the context of the paper. Inherent contradictions regarding hierarchical organization and workgroups and the involved challenges for employees are addressed.     

Defining Volunteering for Community Campaigns: An Exploration of Race,Self Perceptions,and Campaign Practices

A substantial percentage of volunteer needs are met by a relatively small percentage of individuals. Community volunteer organizations may address these shortages by recruiting volunteers using media campaigns. However, problems occur when perceptions of volunteering differ between volunteers and the organization, with race emerging as a key factor in shaping these perceptions. This article addresses such a gap in perceptions by using focus group data to consider the extent to which African American male volunteers' perceptions and actions align with those of a major US volunteer organization. Our results provide insights on how groups can more successfully reach out to potential volunteers by recognizing and overcoming perceptual and actual differences regarding volunteerism.     

The Revitalization of a Popular Movement: Case Study Research from Sweden

This article tries to enhance knowledge about organizational characteristics and processes that are important for mitigating oligarchic tendencies in the governance of CSOs, and to discuss the factors that condition the operation of these characteristics and processes. Civil society is frequently seen as an important part of societal governance and discussed as the intermediary link between the individual and society. This connection is often made through the aggregate function of civil society organizations (CSOs). Currently there are discussions regarding the decline of traditional cross-class federative CSOs and the possible effect of this on democracy in society. This article presents a longitudinal case study of the governance within a large, membership-based federative CSO and illustrates the revitalization of a CSO and its mission through the influx of a new group of members from the surrounding environment. The author argues that this revitalization process was possible partly because the proposed changes were in keeping with the organization’s original ideological core and partly because of the organization’s open democratic governance system. This permeability is found at two levels: first, the borders are open for individuals to enter the organization as members, and second, the borders of the internal governance system are open for members to take part in the decision-making process. This enabled ideas to percolate up from the members through the democratic decision-making system to the top of the organization, and some ideas are translated into statutes and policies, which then trickle down to the members again through the executive structure. The conclusion is that a functioning democratic governance system, which is able to stay true to the organization’s ideological core at the same time as it is able to modify it in light of societal change, seems imperative for this kind of organization. By doing this, the organization is not just staying true to its original mission but also actively contributing to democracy in society by including new groups into the decision-making process.     

高校创业型团组织建设的思考

步入创业型经济发展时代,服务青年成长成才的传统高校团组织功能的发挥受到前所未有的挑战。高校创业型团组织的建设是发展创业型经济的有益探索,是缓解社会就业压力的有效措施,是培养创新创业人才的良好途径,是增强高校团组织凝聚力和战斗力的重要保障。它是一种责任型、创新型、学习型、柔性型、无边界型组织。高校创业型团组织的建设可以尝试从团组织理念、组织结构类型、组织工作、组织文化等四个层面来展开。     

Challenge of leading in Javanese culture

Scholars in the field of management and culture have developed paradigms regarding the importance of managing people across culture. While most scholars agree that culture plays a vital role in an organization, it has been recognized that research on the sub-cultures within a national culture that impact on an organization, is very limited. One example is the impact of Javanese culture in Indonesian organizations' environments. Indonesia is widely known as a multicultural country, with a population made up of people from approximately 364 ethnicities. Of these ethnicities, the Javanese have come to be recognized over time as the most culturally and politically dominant in Indonesia. The exploration of Javanese culture and its development over time are the central concerns of this article. The values central to Javanese culture are identified and the relationship between these values and Western perspectives of management practices such as communication, change management, and conflict management are discussed.     

Public Relations Roles,Intraorganizational Power,and Encroachment

Encroachment occurs in public relations when professionals with expertise in such fields as marketing, law, human resources, or engineering occupy the senior public relations position in an organization. When encroachment occurs, public relations frequently becomes little more than a technical support function servicing other units of the organization—rather than a central management function in itself. I explored the idea that encroachment does not result so much from outsiders grabbing the turf of public relations as from weaknesses of public relations practitioners themselves. I used a systematic sample of 166 public relations practitioners in the United States to test the idea that public relations manager role aspirations and competencies and the schema held regarding the public relations function explains the extent to which encroachment takes place. Results suggest that managerial aspirations and competencies and the belief that public relations is a powerful organizational function decrease the likelihood of encroachment.     

Does managers' motivation matter? Exploring the associations between motivation,transformational leadership,and innovation in a religious organization

Religious organizations are social systems operating in a complex and changing environment. By looking to an authority beyond themselves, religious organizations have comparatively little control over defining their own goals. In this juggling between sticking to the ultimate goal of an organization and adapting to complex changing environments, that is, in the juggling between tradition and renewal, transformational leadership seems to play an important role in religious organizations. The extensive body of literature on transformational leadership has focused more on the outcomes of transformational leadership than on its antecedents. We extend the existing literature by linking managers' motivation to their transformational leadership behaviors in a religious organization. More specifically, we examined the associations of intrinsic and prosocial motivation with transformational leadership, and we investigated the relationship between transformational leadership and innovation among 252 managers in the largest nonprofit organization in Norway, the Church of Norway. Analyses in structural equation modeling revealed a positive relationship between intrinsic motivation and transformational leadership, whereas the relationship between prosocial motivation and transformational leadership was not significant. Transformational leadership was positively associated with innovation. Based on the results of the study, we discuss practical implications regarding how to support intrinsic motivation, transformational leadership, and innovation in religious organizations.     

Beyond bureaucracy and entrepreneurialism: Examining the multiple discursive codes informing the work,careers and subjectivities of management graduates

This paper examines how discursive codes and demands associated with ‘bureaucratic and entrepreneurial regimes’ of work and career organization shape the work, careers and subjectivities of management graduates. The study is based on an analysis of 30 narratives of management professionals who graduated from an Austrian business school in the early 1970s or 2000s. Its insights suggest that variegated discursive codes manifest in the graduates’ articulated professional practices and subjectivities, thereby challenging established assumptions regarding the organization of work and careers. While the practices and subjectivities of the 1970s graduates are often informed by codes and demands ascribed to ‘entrepreneurialism’, those of the 2000s graduates are infused with several codes commonly portrayed as ‘bureaucratic’.     

Was leistet Organisationsentwicklung?

Potentials of organization development (OD) are discussed from the perspectives of organization/client, counselling and science. The focal questions of the discussion are: What can OD achieve compared to strategy consulting? How can both forms be sensibly combined? What are the potentials of a psychologically based form of organizational counselling? Which (potentially latent) functions do organizational consulting / OD fulfil for the client organization? The discussion closes with considerations regarding a potential professionalization and the future of OD.     

MYTH,TEXT, AND INTERACTION COMPLICITY IN THE NEGLECT OF BLUMER'S MACROSOCIOLOGY

This article depicts a major line of assessment of the work of Herbert Blumer as constituting a series of myths. Portrayals of his work as subjectivistic and ideographic combine with the predominant myth that Blumer ignored issues of large-scale organization and social structure. Documentation of his analyses of corporate power relations, racial stratification, and industrialization and industrial organization reveals the mythical character of much published opinion regarding his work. The micro-macro distinction is an ideology within which these myths have been created and perpetuated. Interactionists who have benignly bought into that ideology contribute to the myth of Blumer's neglect of societal organization. In closing it is suggested that greater attention needs to be given to the influence of Robert Park on Blumer's perspectives and that such an assessment might contribute to a broadening of the base of symbolic interactionism.     

The Leveraging Effect of Supervisory Competencies Towards the Performance in Indian Manufacturing Group: A Structural Equation Modelling Approach

The quick pace of technological changes, market and industry changes, demographic composition change and society changes requires that human resource managers should revitalize their proficiencies to go with these new challenges. The manager who is a liaison in the organizational hierarchy does a very important job in the organization to direct and channel the employee cluster towards its organization goal, and ensure that each member of the team should be dynamic and prolific. The study on supervisory competency analysis is a crucial and fundamental requirement for any organization. The current study ‘The leveraging effect of Supervisory competencies towards the performance in Indian manufacturing group’ is based on primary data collected from one hundred and fifty employees working in a paper manufacturing industry. The data collected were analysed using SPSS and SMART PLS software. The results of the study revealed that the impact of supervisory competencies towards his performance is huge which accounts to 81% (R²?=?0.810) and towards the growth of whole organization is 35% (R²?=?0.356). This implies that if the supervisory level employees are competent enough by possessing certain competencies, his individual performance will do extreme wonders and will create a strong bond between him and the organization and also create an impact on organization growth by clear strategy formulation, creating committed workforce, developing the organization as learning organization and stimulating individual and group productivity.     

Change and Tensions in Non-profit Organizations: Beyond the Isomorphism Trajectory

Research on the relationship between non-profit organizations (NPOs) and the public sector has been dominated by predictions of isomorphism where change and tensions in NPOs are attributed an imposing institutional setting. This article argues that research represents a selective perspective on organizational life due to its portrayal of organizational change as synonymous with an isomorphic, linear trajectory. The purpose of this article is to illustrate different sources and characteristics of change and tension. The article presents an analytical framework comprising of four components: evolving change, episodic change, inherent dilemmas, and conflicting logics, facilitating an understanding of the organization as movement. The analysis of a case study organization suggests that by identifying different dimensions of changes and tensions we can gain a richer understanding of the complexity of processes underpinning the organization as movement. The analysis reveals how multiple, parallel processes related to change and tensions generate reflections that drive integrity and identity formation at individual and organizational levels.