Digital Commons Network^™

Assessing Organization Culture Readiness For Knowledge Management Implementation: The Case Of Aeronautical Systems Center Directorate Of Contracting, Martin R. Trent

Theses and Dissertations

The DoD is currently pursuing a wholesale transformation that impacts all facets of DoD operations and responsibilities. At the same time, the commercial sector has been experiencing significant changes that drive them to look for new ways of remaining competitive and profitable. Leveraging knowledge (intellectual capital) to increase efficiency and effectiveness within the organization has become a popular management technique that has been successful in many commercial firms. The DoD has noted the commercial sector successes and initiatives to better manage knowledge are being developed and implemented on an enterprise-wide basis as well as on a local- organizational basis. Previous …

Participation's Effect On Organizational Readiness For Change: An Empirical Study, Jonathon F. Flanders

Theses and Dissertations

Organizational change management is a principal issue in virtually every organization. This cross sectional correlation study examined an array of variables (i.e., process, personality, and context -specific) that influence organizational readiness for change. Participation (process variable) was related to higher mean scores in each of the four distinct readiness for change scales and explained a significant amount of incremental variance in appropriateness, valence, and efficacy.

Apples, Oranges, And Grapefruit: A Comparative Analysis Of Private Enterprises, Nonprofit Organizations, And Local Government Agencies, James W. Arndt

Masters Theses

The debate between the differences and similarities of public and private sector organizations has been waged over the last half of the century. A majority of these scholarly works target the comparison of large corporations and federal government agencies. Through these comparisons, three different approaches emerge. The generic approach argues that organizational sector differences are moot and this approach promotes a generic form of management. The publicness approach argues differences have become blurred to a point of degrees and that all organizations are public to an extent. The core differences approach argues that the differences between organizational sectors are significant. …

Change Management: A Guide To Effective Implementation By Robert A Paton And James Mccalman, 2001, Response Books, New Delhi, Pp 280, Price: Rs 450, Devi Akella

IIMB Management Review

Change Management: A Guide to Effective Implementation examines how organizations can respond effectively to rapid technological, market, and competitive changes. Paton and McCalman present practical models and strategies for managing organizational transformation, emphasizing the integration of technological, structural, and people-oriented solutions. The book discusses environmental analysis, systems approaches, project management, intervention strategies, and the role of managers and change agents in facilitating change. It also explores the concept of the learning organization as a framework for continuous adaptation and improvement. Supported by real-life case studies, the book serves as a practical guide for managers, consultants, and management educators.

Management Consultancy: Issues, Perspectives, And Agendas [Preface], Robin Fincham, Timothy Adrian Robert Clark

Research Collection Lee Kong Chian School Of Business

This issue of International Studies of Management and Organizationbrings together five articles that reflect the rich array of contemporaryresearch that is being conducted into the activities of the managementconsultancy industry. Management consultancy, in various forms, has existed foras long as complex organizations. However, its increasing economicsignificance, associated with the rapid expansion in the number ofconsultancies and the rise of large multinational consultancy firms, as well asthe influence and impact of the fashionable management knowledge and techniqueson which much of their work is based, are more recent phenomena. To date,detailed conceptual and empirical research into the work of consultants hasbeen slight …

The Role Of Architecture And Sociology In Organizational Development, Ronald Smith

Sociology Faculty Research

Architects and sociologists are increasingly realizing that the two professions have close and important linkages. Certainly the two directly contribute to organizational development. Architectural sociologists draw upon their organizational theories and their research to describe how the physical environment reflects managerial philosophies and also to analyze how the physical environment subsequently impacts the participants, processes, and outcomes of the organization (Becker and Steel, 1995). Sociologists could be of assistance to the architect on matters of building and landscape design, choice of furnishings, layout of work stations, locations of conference and break rooms, decision about who receives valued space, public perceptions …

Persistence And Visibility Of Group Faultlines: A Theoretical Model Of The Effect Of Group Culture And Team Identity On The Group Faultlines-Organizational Conflict Link, Katerina Bezrukova, Karen A. Jehn, Madhan Gounder

Psychology

We expand the group faultline theory by taking into account the relative importance of various demographics within the group that can trigger the formation of strong group faultlines. We draw on group faultline theory (Lau & Murnighan, 1998), social identity and categorization theories (Turner & Tajfel, 1986), social dominance theory (Sidanius & Pratto, 1999), and evolutionary psychology (Kurzban & Leary, 2001) to predict how group faultlines affect conflict. We propose that the visible demographic characteristics (age, race, and gender) will be more influential than the non-visible (education, tenure, and function) in determining the interaction patterns within the group (Thatcher & …

An Examination Of The Accuracy Of Slogans Related To Assessment Centres, Filip Lievens

Research Collection Lee Kong Chian School Of Business

To diffuse new management fads or to promote existing management practices slogans are often used. In this study eight slogans regarding assessment centres were retrieved from brochures of consultancy agencies and were compared to empirical research. These slogans were that assessment centres work, are expensive, fair, have a potent influence on candidates, protide insight into candidates' personality, and are not prone to trainability effects. Other slogans include that trained assessors speak the same language and that candidate reactions are positive. Resulting from this comparison a more fine-grained picture of the strengths and weaknesses of assessment centres emerges. In particular, it …

Das Wirtschaftsimperium Der Ethnisch Chinesischen Unternehmer In Südostasien Zwischen Kontinuität Und Wandel (In German), Thomas Menkhoff

Research Collection Lee Kong Chian School Of Business

Der Beitrag beschäftigt sich mit den wenig erforschten, komplexen Wechselwirkungen zwischen der rapide voranschreitenden globalen Marktvergesellschaftung einerseits sowie den Marktkulturen in Südostasien, in denen ethnischchinesische Unternehmer, Geschäftsleute und Händler mit ihren Familienkonglomeraten und Handelsnetzwerken eine prominente Rolle spielen. Ausgehend von der Asienkrise 1997-99, die eine deutliche Zäsur für ethnisch-chinesisches Wirtschaftshandeln in der Region darstellt, werden die Auswirkungen der rapiden Wandlungsprozesse auf das ethnisch-chinesische Unternehmertum in der Region und deren sozio-ökonomische Beziehungsnetzwerke skizziert sowie unternehmerische Anpassungsstrategien aufgezeigt. Der Beitrag schliesst mit einer kurzen Prognose über die Zukunft des chinesischen Kapitalismus in Asien.

Organizational Climate And Commitment: A Case Study Of An Urban Nonprofit Organization, William Sawyer Grant

Theses and Dissertations in Urban Services - Urban Management

This qualitative study investigates the relationship between the two constructs: Organizational Climate and Organizational Commitment.

Litwin and Stringer (1968) suggested that a molar model is needed to explain employee behavior and motivation. Climate was proposed as this molar construct. Research concerning Organizational Climate resulted in multiple definitions and little consensus concerning the number and use of multiple dimensions of this construct. The almost exclusive use of survey methods coupled with methodological confusion with Organizational Culture created difficulty with the use of this important construct.

Organizational Commitment research resulted in a number of competing definitions. Research by Meyer and Allen (1997) …

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 …

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. …

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 …

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 …

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 …

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 …

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.

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 …

Performance-Driven Organizational Change: The Organizational Portfolio; By Lex Donaldson, New Delhi: Sage Publications, 1998, Sujit Das

IIMB Management Review

No abstract provided.

Value Based Competition Concept And Implementation, Kim Tek Ng

Student Works (2000-2009)

Strategically located in Port Klang Malaysia, Cargill Oilseed Malaysia is a palm oil processing industry producing palm base products such as specialty fats, shortening and cooking oil for human consumption. It consists of approximately 150 staffs. Cargill Oilseed Malaysia was acquired by Cargill Incorporation in 1991. Before that the name of the company was Olinco. Cargill Oilseed Malaysia is a multinational company with its parent company in Minneapolis USA. A lot of changes can be seen after Cargill Incorporation took over the company in 1991 especially in terms of the management style, culture and believes. Following the recent change in …

Reformasi Pentadbiran : Satu Analisis Persepsi, Pelaksanaan Kerja Dan Prestasi Di Jabatan Imigresen Malaysia, Noor Hasiah Sulaiman

Student Works (2000-2009)

Reformasi pentadbiran: persepsi, pelaksanaan kerja dan prestasi di Jabatan lmigresen Malaysia Negeri Selangor adalah satu kajian yang dibuat untuk menilai sejauhmana kesan refonnasi pentadbiran ke atas kakitangan awam. Penyelidikan dibuat untuk mengetahui persepsi kakitangan terhadap reformasi pentadbiran yang telah dijalankan, kesan ke atas pelaksanaan kerja dan kesan refonnasi tersebut ke atas prestasi kakitangan awam khasnya di Jabatan lmigresen Malaysia cawangan Shah Alam, Lapangan Terbang Subang dan Kajang. Penyelidikan ini mengambilkira kesan pembaharuan sejak 1980 hingga kini. Kajian berkisar tentang pembaharuan sistem dan prosedur, unsur etika dan nilai•nilai mumi serta pengurusan sistem yang beroperasi kini. Unsur-unsur sampingan seperti motivasi. budaya kerja, …

Fairness In Chinese Organizations, Kai-Guang Liang

Psychology Theses & Dissertations

This study examined the roles of organizational justice and individual cultural characteristics in affecting employees' work attitudes and behaviors, in particular, the contextual aspect of job performance in Chinese organizations. Data were collected from 232 employee-supervisor dyads in three Sino-western joint ventures in the People's Republic of China. Results indicated that distributive justice had a significant impact on one dimension of contextual job performance, i.e., interpersonal facilitation, and various attitudinal outcomes, such as job satisfaction, pay satisfaction, affective commitment and turnover intention. Among the three procedural justice variables (participation at company level, participation at job level, and appeal mechanism) examined, …

Organizational Change Theory And The Factors For Sustaining Change: A Case Study Of Three Public Sector Organizations Winners Of The Virginia Award For Continuing Excellence, Mary Redd-Clay

Theses and Dissertations in Urban Services - Urban Management

The purpose of this study is to investigate the factors associated with organizational change and with sustaining change in public sector organizations recognized for their change efforts as recipients of the Virginia Award for Continuing Excellence.

This was a case study of three public sector organizations, located in and around urban settings in the state of Virginia. They include Air Combat Command located in Hampton; Hanover County Public Schools located outside Richmond; and Norfolk Naval Shipyard located in Portsmouth. Each of these organizations is notable as winners of the Virginia Senate Productivity and Quality Award for both the Medallion and …

Organizational Dynamics: Issues And Implications From The Complexity Sciences, Kenneth Michael Mathews

Doctoral Dissertations

Organizational change, both developmental and transformational, is an issue of central and enduring concern in the organizational sciences. However, the processes, mechanisms and sequencing of events that describe how and why social systems change have not been satisfactorily explicated at a theoretical level and constitutes one of the major challenges facing the social sciences. This research examines issues and implications from an emerging perspective—the complexity sciences—developed to explain the mechanisms and processes of change in physical and natural systems. The purpose is to develop a theoretical approach to the study of change in social organization that integrates these implications, while …

Organizational Culture, Tqm, And Business Process Reengineering: An Empirical Comparison, Edward W. Gore Jr.

WCBT Faculty Publications

The results of this study underscore the importance of organizational culture and suggest that TQM provides a way to build a culture that supports improvement. Top managers must focus on this role for TQM. Too often the need for quick returns on the effort leads to a focus on the "tools" and specific improvements and this emphasis can work against developing a supportive culture. Reengineering is an example of this phenomenon. Frustration with the time it takes to carry through on a TQM initiative caused firms to try reengineering, which, with its emphasis on outsiders and specialized personnel, works against …

New Communication Technologies, Organizational Culture, And The Creation Of Innovative Learning Environments, Denise Scott

Masters Theses & Specialist Projects

Today's organizations face an economic climate that is globalizing, increasing customer demands for products and services that meet their unique needs and the fast pace of technological developments. Organizations require the effective use of new communication technologies as a means of sharing information and expanding capacity for innovation. The main question for this research is: When new communication technologies are introduced into organizations, how do they work together with existing cultural assumptions to produce an innovative, learning environment within the organization? The research design involves conducting moderately structured interviews with organizational leaders in four diverse organizations: Ingram Book Company, Service …

Managing Creativity In Organizations: A Total System Approach, Gilbert Tan

Research Collection Lee Kong Chian School Of Business

Organizations need creativity to adapt to the fast-changing environment and revitalize itself. In response to this need, managers have invested in various single approaches, such as, creativity training programmes, team-building, and leadership development to improve creativity. This paper argues that managing creativity in organization is a complex problem and thus requires a more integrated approach. In this paper, I have provided a theoretical framework to explain how managers can foster and sustain creativity in their organizations using a total systems approach. In the framework, I depict the organization as having four subsystems, namely, culture, techno-structural subsystems, management and people. Each …

Telling Tales: Management Gurus' Narratives And The Construction Of Managerial Identity, Timothy Adrian Robert Clark, Graeme Salaman

Research Collection Lee Kong Chian School Of Business

This paper examines the reasons for the apparently powerful impact of management gurus' ideas (i.e. guru theory) on senior managers. An examination of the limited literature on management gurus and other related literatures suggests three explanations for the appeal of guru theory for senior managers. The first set of explanations relates to various features of management work which may heighten managers' receptivity to guru ideas. The second set focuses on the gurus themselves and emphasizes the form in which they are presented (i.e. public performances). The final set of explanations highlights the importance of the socioeconomic and cultural context within …

The Role And Impact Of Leaders' Mental Models In Effecting Planned Transformational Change, Stephen C. Rathmill

Educational Studies Dissertations

Presidents and CEOs play a critical role in leading their organizations through planned transformational change (PTC) and generally, do not do it very well. This may, in part, be a result of leaders not closely examining and challenging their thinking about PTC and their role in leading it. Leaders' mental models determine what and how they think about their organizations, employees, transformational change and what their leadership means and how their mental models determine their actions and behaviors in planning and implementing PTC. By examining and challenging their mental models, leaders may gain insights into alternative ways of leading and …

Organizational And Social Systems, Ronald James Snelson

Theses

This project explores systems theory and practice as applied to Communications. A system is an organized or complex whole; an assemblage or combination of things, or parts forming a complex or unitary whole. A system is made up of (1) inputs, (2) operations (or processes), (3) outputs. Each interacts with, and is dependent on the proper functioning of the other. If something happens to one part the others parts are affected. Thus, within an organization, what happens to one can affect the whole.

An organization is a system. The systems approach has three goals: ( 1) to define relationships both …