Open Access. Powered by Scholars. Published by Universities.®

Digital Commons Network™

Open Access. Powered by Scholars. Published by Universities.®

Business

Institution
Keyword
Publication Year
Publication
Publication Type
File Type

Articles 3811 - 3840 of 4288

Full-Text Articles in Entire DC Network

An Analysis Of The Methods Utilized In Business And Industrial Organizations By West Virginia Training Professionals To Identify Organizational Training Needs And Evaluate Training Effectiveness, Jody L. Christian Jan 2001

An Analysis Of The Methods Utilized In Business And Industrial Organizations By West Virginia Training Professionals To Identify Organizational Training Needs And Evaluate Training Effectiveness, Jody L. Christian

Theses, Dissertations and Capstones

As technology advances and job requirements change, how do business and industrial organizations know if the training they provide is actually the training their employees need? With limited training dollars, are organizations effectively targeting their training needs? How do organizations know that the training program is producing value to the organization? What methods do business and industrial organizations use to assess the training’s value? Additionally, are these organizations evaluating their training courses to determine whether they are effectively meeting the needs of their employees? This research project has addressed these types of issues and identified various methods used to conduct …

Go to article

Noticeboard [2001, Vol. 28, No. 2], Academy Of Accounting Historians Jan 2001

Noticeboard [2001, Vol. 28, No. 2], Academy Of Accounting Historians

Accounting Historians Journal

Noticeboard has announcements for: Call for Conference proposal 2004-2005, by the Academy of Accounting Historians; Call for Papers by Indonesian Mangement & Accounting Research; Call for papers for Accounting, Business & Financial History Conference, 17-18 September 2002; Accounting History Call for Papers, Management Accounting as Social and Institutional practice; Table of contents for Accounting and Business Research, Vol. 31, no. 2 (Spring 2001); Table of contents for Accounting and Business research, Vol. 31, no. 3 (Summer 2001)

Go to article

Comparison Of Customer Service Surveys Used By Arrowhead Credit Union And Recommendation For Change, Alexis Dionne Bookman Jan 2001

Comparison Of Customer Service Surveys Used By Arrowhead Credit Union And Recommendation For Change, Alexis Dionne Bookman

Theses Digitization Project

This project describes in detail the process of constructing a customer service index. It covers past survey methods, makes suggestions for improving Arrowhead Credit Union's current customer service surveys, creates an index for measurement of survey results, and concludes with the effects these changes will have on the Credit Union.

Go to article

Strategic Marketing Plan For San Antonio Urology Medical Group, Incorporated, Victor Choy Ching Jan 2001

Strategic Marketing Plan For San Antonio Urology Medical Group, Incorporated, Victor Choy Ching

Theses Digitization Project

San Antonio Urology Medical Group, Inc. (SAUMG) is a single speciality urologic practice in Southern California comprised of three urologists. The rapid changes occurring in healthcare must be analyzed and strategies developed to enhance the continued growth fo SAUMG and to shape its future.

Go to article

Are The Fundamental Concepts Of Information Systems Mostly About Work Systems?, Steven Alter Jan 2001

Are The Fundamental Concepts Of Information Systems Mostly About Work Systems?, Steven Alter

Business Analytics and Information Systems

Audience comments about a debate at ICIS200 [Alter et al., 2001] related to ebusiness and the fundamental concepts of information systems noted that the debate was undercut by the lack of agreement about what are the fundamental concepts. As a follow-on to that debate, this article proposes a set of fundamental concepts for information systems. While there is no bullet-proof way to prove that a particular set of concepts captures what is truly fundamental within a diverse and rapidly evolving field, the attempt to identify these concepts challenges the reader to ask “If this isn’t the way to identify fundamental …

Go to article

A Quest For Sales, Daniel Lynn Goehring Jan 2001

A Quest For Sales, Daniel Lynn Goehring

Theses Digitization Project

This paper is to evaluate the sales program at Arrowhead Credit Union, and make recommendations for enhancing and improving it. This paper provide guidance and direction to assist the Arrowhead Credit Unions transition to a sales focused organization.

Go to article

Which Life Cycle -- Work System, Information System, Or Software?, Steven Alter Jan 2001

Which Life Cycle -- Work System, Information System, Or Software?, Steven Alter

Business Analytics and Information Systems

This article presents the work system life cycle (WSLC) model, according to which a work system, an information system, or a software product passes through one or more iterations of four phases: initiation, development, implementation, and operation and maintenance. Although this descriptive model is both clear enough to understand readily and specific eno ugh to apply easily, it encompasses a variety of other models commonly used to describe information system life cycles, organizational change processes, projects, and the life cycles of software products. The explicit inclusion of both an operation and maintenance phase and iterations allows it to cover both …

Go to article

Employee Relations Ethics And The Changing Nature Of The American Workforce, Chong W. Kim, Dennis Emmett, Andrew Sikula Sr. Jan 2001

Employee Relations Ethics And The Changing Nature Of The American Workforce, Chong W. Kim, Dennis Emmett, Andrew Sikula Sr.

Management Faculty Research

Much is being written today about the changing nature of the American workforce. This article summarizes 10 of these changes: (a) global competition; (b) the changing skills of work; (c) the declining impact of unions; (d) the altered human composition of the workforce; (e) the effects of continuous improvement, downsizing, and reengineering; (f) the growing use of part-time employees; (g) the widening income gap; (h) lessened employer and employee loyalty and commitment; (i) early retirement programs; and (j) telecommunications and virtual employees. Rather than just identifying and documenting these trends, this article discusses the ethical implications of such movements. In …

Go to article

A Model To Evaluate The Effect Of Organizational Adaptation, Holly A. H. Handley, Alexander H. Levis Jan 2001

A Model To Evaluate The Effect Of Organizational Adaptation, Holly A. H. Handley, Alexander H. Levis

Engineering Management & Systems Engineering Faculty Publications

When an organization’s output declines due to either internal changes or changes in its external environment, it needs to adapt. In order to evaluate the effectiveness of different adaptation strategies on organizational per- formance, an organizational model composed of individual models of a five stage interacting decision maker was designed using an object oriented design approach and implemented as a Colored Petri net. The concept of entropy is used to calculate the total activity value, a surrogate for decision maker workload, based on the functional partition and the adaptation strategy being implemented. The individual decision maker’s total activity is monitored, …

Go to article

Iso 9001 Quality System Manual, Revision G, American Institute Of Certified Public Accountants (Aicpa) Jan 2001

Iso 9001 Quality System Manual, Revision G, American Institute Of Certified Public Accountants (Aicpa)

Guides, Handbooks and Manuals

No abstract provided.

Go to article

Application Of Soft System Methodology In A Planned Organisational Change : A Case Study On Chs Ind. Bhd., Chew Choo Chan Jan 2001

Application Of Soft System Methodology In A Planned Organisational Change : A Case Study On Chs Ind. Bhd., Chew Choo Chan

Student Works (2000-2009)

The objective of this study is to gauge the organisation viability and performance by applying the Soft System Methodology, to draw a framework for a planned organisational change in a polywrap packaging material manufacturer. The selection of samples for observation and secondary data was based on census (for organisation level and group level) and probability sampling (for individual level). The stratified sampling method was used to select 30% (70 individuals) from 3 levels of employees in the organisation (which consists of 234 employees). The 5 points Likert Scale was used to measure the magnitude of the variables being evaluated. The …

Go to article

Key Factors Predicting The Effectiveness Of Organizational Change, Shreen Ahmad Jan 2001

Key Factors Predicting The Effectiveness Of Organizational Change, Shreen Ahmad

Student Works (2000-2009)

Change management is the process of continually renewing an organization's direction, structure and capabilities to serve the ever-changing needs of the external and internal customers. Mastering strategies for managing change is more important today since the rate of change is greater than at any other time in history. Research shows that many change initiatives, even those undertaken by organizations with the best of intentions, are often destined for failure. It is therefore imperative for organizations to develop and implement strategies for successful organizational change. Many authors have provided guidelines on the principles and practices underlying the effective management of change. …

Go to article

Psychological Mechanisms Underlying Individual Knowledge And Contribution In Learning Organizations, Bin Zhao, Hwee Hoon Tan Jan 2001

Psychological Mechanisms Underlying Individual Knowledge And Contribution In Learning Organizations, Bin Zhao, Hwee Hoon Tan

Research Collection Lee Kong Chian School Of Business

Although much has been written about how to set up learning organizations, there is a paucity of research on understanding employees’ willingness to learn or contribute knowledge in such activities, a key element in the success of organizational learning. This paper presents models for understanding individuals’ willingness to learn and individuals’ willingness to contribute in organizational settings. Through the examination of the psychological mechanisms underlying individuals’ willingness to learn and to contribute, we will further our understanding on the individual and contextual factors that affect employees’ decision to learn and contribute in organizational learning activities. Drawing from the literature, we …

Go to article

Effects Of Organizational Climate, Feedback-Seeking Environment And Innovation Characteristics On The Implementation Of A 360-Degree Feedback System, Simon Alan Bartle Jan 2001

Effects Of Organizational Climate, Feedback-Seeking Environment And Innovation Characteristics On The Implementation Of A 360-Degree Feedback System, Simon Alan Bartle

Psychology Theses & Dissertations

The present study examined the effects of organizational climate, feedback seeking environment and innovation characteristics on the implementation of a 360-degree feedback system within a large financial holdings company. The effect of user attitudes toward the 360-degree feedback system was also assessed. A sample of responses from 255 360-degree feedback system users was collected over a 14-month time period. LISREL was used to test the hypothesized structural model. Overall goodness of fit for the model was poor (using generalized least squares estimates: the Non-Normed Fit Index (NNFI) = .95, Comparative Fit Index (CFI) = .96; Root Mean Square Error of …

Go to article

Erps And Strategy: First, Do No Harm, Kristi Jane Yuthas, Catherine Banbury, Darrell Brown Jan 2001

Erps And Strategy: First, Do No Harm, Kristi Jane Yuthas, Catherine Banbury, Darrell Brown

Business Faculty Publications and Presentations

ERP and other systems projects are now commonly preceded or accompanied by reengineering efforts. Traditional reengineering projects use a 'clean sheet' approach, in which companies attempt to design ideal processes without being bound to existing processes and constraints. When reengineering is associated with information technology (IT) implementation, the more common approach is known as 'tool-driven' or 'system-enhanced' reengineering. Under this approach, the new processes are designed with explicit attention to the opportunities and constraints presented by the capabilities of the new information system. Although IT-related reengineering approaches have matured through time, they have not kept pace with current perspectives on …

Go to article

Downsizing : An Analysis Of Organisational Strategies And Human Resource Management Outcomes, Cecil A. Clabaugh Jan 2001

Downsizing : An Analysis Of Organisational Strategies And Human Resource Management Outcomes, Cecil A. Clabaugh

Theses: Doctorates and Masters

The objective of this research was to examine the relationship between loss and retention of key employees in downsizing organisations and organisational performance. The purpose of this was to develop an understanding of the organisational performance that results when downsizing organisations are unable to retain their key workers. The secondary objective of the research was to examine the factors that make up a downsizing organisation's employee selection process in order to determine how these factors affect loss and retention of key workers. The research was guided by a theoretical framework developed by Kozlowski et al (1993) and Thornhill and Saunders …

Go to article

To What Extent Can Knowledge Management Systems Build And Reinforce Consensus Around Initiatives For Change?: A Self-Reflective Analysis Of Professional Practice, Guy A. Duczynski Jan 2001

To What Extent Can Knowledge Management Systems Build And Reinforce Consensus Around Initiatives For Change?: A Self-Reflective Analysis Of Professional Practice, Guy A. Duczynski

Theses: Doctorates and Masters

This thesis reports on my attempts to 're-align' the purpose, behaviour and underlying culture of a large military organisation through heuristic, self reflective enquiry - to 'find its future' - with and through its people. I use the word re-align with great care as I recognised that change would have been too ambitious and would (probably have) result(ed) in failure. Whilst I cannot claim total success, I have made new and valuable discoveries in knowledge elicitation and methods of integrating the views of a large number of people to 'build and reinforce consensus around initiatives for change'. In the process …

Go to article

The Role Of Institutional And Market Forces In Divergent Organizational Change, Thomas D'Aunno, Melissa Succi, Jeffrey A. Alexander Dec 2000

The Role Of Institutional And Market Forces In Divergent Organizational Change, Thomas D'Aunno, Melissa Succi, Jeffrey A. Alexander

Business Faculty Articles and Research

This paper focuses on a radical change, in which organizations abandon an institutionalized template for arranging their core activities, that is likely to occur in organizational fields that have strong, local market forces and strong but heterogeneous institutional forces. We examine the role of market forces and heterogeneous institutional elements in promoting divergent change in core activities among all U.S. rural hospitals from 1984 to 1991. Results support the view that divergent change depends on both market forces (proximity to competitors, disadvantages in service mix) and institutional forces (state regulation, ownership and governance norms, and mimicry of models of divergent …

Go to article

Toward A Theory Of Technological Change, John Rodney Franklin Nov 2000

Toward A Theory Of Technological Change, John Rodney Franklin

Student Scholarship

Theories of technological change are generally constructed based on assumptions that the technological artifact is a member of a historical line of technological advance (trajectory and evolutionary theories) or that novel technological developments simply "happen" (happenstance theories). Where a more constructivist view is taken technological change is assumed to be a social construct driven by the societal elements of human relationships and initiative. This paper takes a different approach to technological change positing that a combination of social structure and human agency act in a recursive manner to push a technological artifact forward. Using Anthony Giddens' structuration theory as the …

Go to article

The Consequences Of Forced Ceo Succession For Outside Directors, Kathleen A. Farrell, David Whidbee Oct 2000

The Consequences Of Forced Ceo Succession For Outside Directors, Kathleen A. Farrell, David Whidbee

College of Business: Faculty Publications

We find an increased likelihood of outside director turnover following forced CEO succession, especially among those directors that are closely aligned with the outgoing CEO, own little equity, and make poor replacement decisions. Directors that remain on the board, however, are more likely to acquire new directorships than those that remain on the board of a matched-sample firm. Overall, the results suggest that outside directors who are not aligned with the CEO and own relatively large equity stakes are rewarded when they remove a poorly performing CEO and replace him or her with a CEO that improves firm performance.

Go to article

8th World Congress Of Accounting Historians, Madrid, Spain, July 19-21, 2000, Academy Of Accounting Historians Oct 2000

8th World Congress Of Accounting Historians, Madrid, Spain, July 19-21, 2000, Academy Of Accounting Historians

Accounting Historians Notebook

The 8th World Congress of Accounting Historians met in Madrid, Spain, July 19-21, 2000, on the social science Campus of the Universidad Carlos III de Madrid. Accounting history as old as humanity itself has been enhanced with new subjects, new fields of interest, and new approaches. However, a variety of interests and new possibilities bring a little confusion and disorder. As a result, it is clear that the 8th World Congress of Accounting Historians is an essential event especially at the end of second millennium. Approximately 200 accounting historians representing 24 countries came to this academic event.

Go to article

Impact Assessment Of Microfinance And Organizational Learning: Who Will Survive?, James G. Copestake Sep 2000

Impact Assessment Of Microfinance And Organizational Learning: Who Will Survive?, James G. Copestake

Journal of Microfinance / ESR Review

To what extent is it possible for organizations to reflect honestly on their own performance, draw appropriate conclusions, and then act on them? For many microfinance organizations this is now a question of survival. This paper argues that formal impact assessment can assist in the transition from donor-controlled replication projects to autonomous and adaptable organizations--but it often fails to do so. Pitfalls include inadequate attention to methodological detail and to the links between impact assessment and wider aspects of organizational change. The paper starts by highlighting the complexity of the overall task to which impact assessment is expected to contribute. …

Go to article

Organizations Evolving By Howard A Ldri Ch, Sage Pub Lications, London, 1999, Pp Xv + 413, Price:£ 55.00 (Cloth), £ 17.99 (Paper)., Ishwar Dayal Sep 2000

Organizations Evolving By Howard A Ldri Ch, Sage Pub Lications, London, 1999, Pp Xv + 413, Price:£ 55.00 (Cloth), £ 17.99 (Paper)., Ishwar Dayal

IIMB Management Review

The book examines processes by which organisations come into being and achieve coherence as entities. It also discusses the issues surrounding organisational transformation and change. The understanding of these sociopsychological processes is necessary to enable managers to look at organisations as 'living' entities, to understand, maintain and develop organisations, and to manage change.

Go to article

Continuing Professional Development Towards Employee Empowerment In Manpower Training: A New Domain Of Organisational Strategy, Joseph S.L. Yip Aug 2000

Continuing Professional Development Towards Employee Empowerment In Manpower Training: A New Domain Of Organisational Strategy, Joseph S.L. Yip

International Vocational Education and Training Association (IVETA) Conference

In response to the growing complexity and dynamics of global environment, the key to success is to encourage employee to be responsible for the success or failure of the enterprise. The process for securing that employee involvement and creating change is employee empowerment. This paper provides an overview of the employee empowerment considerations pressing upon the managers’ attitude and proposes an overall empowerment process management model and training curriculum in effective quality service delivery. It also reports on a case study investigating the current and potential existence, implementation and levels of training in empowering management styles in ten international property …

Go to article

Charismatic Authority And The Board Of The Hull House Association, 1895-1935, Roger A. Lohmann Jul 2000

Charismatic Authority And The Board Of The Hull House Association, 1895-1935, Roger A. Lohmann

Faculty & Staff Scholarship

Discussions of boards in the third sector literature usually proceed from assumptions grounded in Weber’s rational-legal authority and international management principles like those of Henri Fayol. The generalizations made about boards are based on rational-legal views of the board as the principal governing body of a nonprofit organization. Much less frequently examined are the roles and functions of boards in organizations grounded in other forms of authority. In particular, the relationship between charismatic authority and boards has seldom been studied. This paper will examine the role of one such board, the Board of Trustees of the Hull House Association through …

Go to article

Performance Improvement In International Environments: Designing Individual Performance Interventions To Fit National Cultures, Carol M. Sanchez Jun 2000

Performance Improvement In International Environments: Designing Individual Performance Interventions To Fit National Cultures, Carol M. Sanchez

Peer Reviewed Articles

This article examines how internationalization might affect the design of individual performance improvement approaches in organizations. It begins by examining knowledge that has been learned principally from the North American context of what improves an individual's performance. Then, we discuss motivators, attitudes. and behaviors of workers and how they may vary among workers in different national cultural contexts. In short, we examine individual performance improvement for its cross‐border effectiveness, using various models of national cultural differences. By doing this, we hope to provide an understanding of how performance improvement systems might require modification to fit with non‐North American work environments.

Go to article

Different Minds And Common Problems: Geert Hofstede's Research On National Cultures, Carol M. Sanchez, Dawn M. Curtis Jun 2000

Different Minds And Common Problems: Geert Hofstede's Research On National Cultures, Carol M. Sanchez, Dawn M. Curtis

Peer Reviewed Articles

This article discusses Geert Hofstede's work on national cultural differences. It explains how Hofstede's model of the dimensions of national culture might be of use to performance improvement professionals as they try to solve familiar, and perhaps not so familiar, problems in international settings. Hofstede's work, first published in 1980, argues that many management theories, such as those of Herzberr, Mausner, and Snyderman (1959), Maslow (1970), and McGregor (1960), are not valid worldwide be cause the authors are subject to cultural bias that is manifested in their own cultural makeup. Hofstede's research has shown that national cultures tend vary on …

Go to article

Creating Shared Values: An Exploratory Examination Of Methodology, George G. Byrtek May 2000

Creating Shared Values: An Exploratory Examination Of Methodology, George G. Byrtek

Faculty Publications - George Fox Digital

This exploratory study sought to examine the roles of values clarification and consensus in the process of creating shared values within an organizational subculture. In particular. this study examined the effects the utilization of consensus and values clarification had on the level of member-group value congruency and the affective variables (general job satisfaction, group cohesion, and organizational commitment), which have been positively associated with person-organization fit. Using an organizational subculture composed of 125 individuals. this study treated person-group fit. job satisfaction. commitment, and group cohesion as dependent variables with respect to the independent variables: interventions A and B. Intervention A …

Go to article

Money And Theology -- It's Not An Oxymoron, Valerie Kay Brown May 2000

Money And Theology -- It's Not An Oxymoron, Valerie Kay Brown

Student Scholarship

The premise of this research is that the lack of connecting church financial management principles to a biblical foundation is a primary cause for the lack of clergy and church leaders following effective financial management practices within a church setting. This research explored this hypothesis by teaching two church financial courses; one with heavy emphasis on the biblical foundation for financial and administrative management, and one that is secular in approach. This study will compare the experiences of teaching each course with the premise that the scripturally-based course will have a positive impact on the students' attitude toward church financial …

Go to article

Virtual Auditing Agents: The Edgar Agent Challenge, Kay M. Nelson, Alex Kogan, Rajendra P. Srivastava, Miklos Vasarhelyi, Hai Lu May 2000

Virtual Auditing Agents: The Edgar Agent Challenge, Kay M. Nelson, Alex Kogan, Rajendra P. Srivastava, Miklos Vasarhelyi, Hai Lu

Research Collection School Of Accountancy

Intelligent agents can be used as agents of organizational change. This potential exists in the domain of accounting audit, where much of what is currently done manually in batch mode could be done continuously and on-line. We discuss the use of intelligent Internet agents as a way of changing and expanding audit practices in the virtual world. A quality/service framework is presented that suggests ways that accounting firms can evolve in this era of on-line opportunities. The EDGAR Agent is presented as an example of an intelligent Internet agent that gathers financial information. The challenges involved in the development of …

Go to article

First Prev Next Last