Organizational climate in primary care settings: implications for nurse practitioner practice.

PubMed

Poghosyan, Lusine; Nannini, Angela; Clarke, Sean

2013-03-01

The purpose of this review is to investigate literature related to organizational climate, define organizational climate, and identify its domains for nurse practitioner (NP) practice in primary care settings. A search was conducted using MEDLINE, PubMed, HealthSTAR/Ovid, ISI Web of Science, and several other health policy and nursingy databases. In primary care settings, organizational climate for NPs is a set of organizational attributes, which are perceived by NPs about their practice setting, emerge from the way the organization interacts with NPs, and affect NP behaviors and outcomes. Autonomy, NP-physician relations, and professional visibility were identified as organizational climate domains. NPs should be encouraged to assess organizational climate in their workplace and choose organizations that promote autonomy, collegiality between NPs and physicians, and encourage professional visibility. Organizational and NP awareness of qualities that foster NP practice will be a first step for developing strategies to creating an optimal organizational climate for NPs to deliver high-quality care. More research is needed to develop a comprehensive conceptual framework for organizational climate and develop new instruments to accurately measure organizational climate and link it to NP and patient outcomes. ©2012 The Author(s) Journal compilation ©2012 American Association of Nurse Practitioners.

Worklife Improvement and Leadership Development study: a learning experience in leadership development and "planned" organizational change.

PubMed

Cummings, Greta G; Spiers, Judith A; Sharlow, Janice; Germann, Paula; Yurtseven, Ozden; Bhatti, Aslam

2013-01-01

In response to increasing recognition of the importance of quality health care work environments, the Alberta Cancer Board initiated a province-wide leadership development program to plan for organizational change through a series of stages. In 2004, the Leadership Development Initiative (LDI) was implemented to facilitate organizational learning using a cohort-based leadership intervention based on a communities of practice framework. The aim of the Worklife Improvement and Leadership Development study was to examine both the outcomes and experiences of participants of the LDI program to better understand leadership development, implementation, and its impact on worklife quality among 5 cohorts of health care managers and staff at the Alberta Cancer Board. This study used both structured survey and interview methods, using a pretest-intervention-posttest quasi-experiment without a control group design, to assess the effects of LDI on worklife of leaders and staff. Surveys included the Leadership Practices Inventory and Areas of Worklife Scale, which looked at meaningfulness of work and organizational engagement. Interviews and focus group data provided a more detailed description of the experience of leadership development and perceptions of organizational worklife. The study revealed layers of information about the complexity of individual and collective leadership in a cohort-based design, perceptions of leadership initiatives, organizational worklife, and planned organizational change. Our findings suggest that early changes in how leaders reflected on their own skills and practices (Leading Self) were positive; however, growing disengagement as the LDI continued was evident in the focus group data, particularly when change in behavior of others was not perceived to be evident. To support the effectiveness and success of a leadership initiative, managers and administrators need to implement strategies designed to help leaders grow and cope with ongoing flux of organizational change and stagnation.

Strategies for the Internal Development of Summer Sessions.

ERIC Educational Resources Information Center

Seagren, Alan T.; And Others

Organizational matters and strategies useful in developing more effective collegiate summer sessions are discussed, and examples of some productive strategies at the University of Nebraska-Lincoln are reported. Four elements of organizational structure in higher education considered are organizational environment, mission and goals, governance…

Theories of Levels in Organizational Science.

ERIC Educational Resources Information Center

Rousseau, Denise M.

This paper presents concepts and principles pertinent to the development of cross-level and multilevel theory in organizational science by addressing a number of fundamental theoretical issues. It describes hierarchy theory, systems theory, and mixed-level models of organization developed by organizational scientists. Hierarchy theory derives from…

Revisiting the Role of Organizational Effectiveness in Educational Evaluation.

ERIC Educational Resources Information Center

Lotto, Linda S.

Organizational effectiveness ought to play a role in educational evaluation, and the development of alternative perspectives for viewing organizations could be a starting point for revisiting organizational evaluation in education. Five possible perspectives and criteria for evaluating organizations have been developed. If an organization is…

Development and Validation of the Organizational Dissent Scale.

ERIC Educational Resources Information Center

Kassing, Jeffrey W.

1998-01-01

Develops a measure for operationalizing how employees verbally express their contradictory opinions and disagreements about organizational phenomena. Tests the Organizational Dissent Scale (ODS) in a series of studies designed to generate evidence of validity/reliability for the measure. Indicates that the scale measures how employees express…

Professional Development through Organizational Assessment: Using APPA's Facilities Management Evaluation Program

ERIC Educational Resources Information Center

Medlin, E. Lander; Judd, R. Holly

2013-01-01

APPA's Facilities Management Evaluation Program (FMEP) provides an integrated system to optimize organizational performance. The criteria for evaluation not only provide a tool for organizational continuous improvement, they serve as a compelling leadership development tool essential for today's facilities management professional. The senior…

Understanding the Organizational Context of Academic Program Development

ERIC Educational Resources Information Center

Dee, Jay R.; Heineman, William A.

2016-01-01

This chapter provides a conceptual model that academic leaders can use to navigate the complex, and often contentious, organizational terrain of academic program development. The model includes concepts related to the institution's external environment, as well as internal organizational structures, cultures, and politics. Drawing from the…

An analysis of relationships among transformational leadership, job satisfaction, organizational commitment and organizational trust in two Turkish hospitals.

PubMed

Top, Mehmet; Tarcan, Menderes; Tekingündüz, Sabahattin; Hikmet, Neşet

2013-01-01

The purpose of this study was to investigate the relationships among employee organizational commitment, organizational trust, job satisfaction and employees' perceptions of their immediate supervisors' transformational leadership behaviors in Turkey. First, this study examined the relationships among organizational commitment, organizational trust, job satisfaction and transformational leadership in two Turkish public hospitals. Second, this investigation examined how job satisfaction, organizational trust and transformational leadership affect organizational commitment. Moreover, it was aimed to investigate how organizational commitment, job satisfaction and transformational leadership affect organizational trust. A quantitative, cross-sectional method, self-administered questionnaire was used for this study. Eight hundred four employees from two public hospitals in Turkey were recruited for collecting data. The overall response rate was 38.14%. The measurement instruments of survey were the Job Satisfaction Survey (developed by P. Spector), the Organizational Commitment Questionnaire (developed by J. Meyer and N. Allen), the Organizational Trust Inventory-short form (developed by L. Cummings and P. Bromiley) and the Transformational Leadership Inventory (TLI) (developed by P. M. Podsakoff). Five-point Likert scales were used in these measurement instruments. Correlation test (the Pearson's rank test) was used to examine relationships between variables. Also, multiple regression analysis was used to determine the regressors for organizational commitment and organizational trust. There were significant relationships among overall job satisfaction, overall transformational leadership and organizational trust. Regression analyses showed that organizational trust and two job satisfaction dimensions (contingent rewards and communication) were significant predictors for organizational commitment. It was found that one transformational leadership dimension (articulating a vision), two job satisfaction dimensions (pay and supervision) and two organizational commitment dimensions (affective commitment and normative commitment) were significant regressors for organizational trust. There is a lack of research in the health organizations regarding organizational commitment, organizational trust, job satisfaction and transformational leadership. The investigator of the proposed study intends to add to the literature and intends to prove that the proposed study would be important for healthcare organizations. A number of specific measures should be undertaken to reduce factors that negatively affect organizational commitment, organizational trust and job satisfaction of hospital personnel and to improve transformational leadership behaviors of hospital administrators. Copyright © 2012 John Wiley & Sons, Ltd.

An Assessment of FY2016 Locally Developed Questions from the DEOMI Organizational Climate Survey: Recommendations and Potential Implications

DTIC Science & Technology

2017-07-11

1 An Assessment of FY2016 Locally Developed Questions from the DEOMI Organizational Climate Survey : Recommendations and Potential Implications...Equal Opportunity Management Institute (DEOMI) Organizational Climate Survey (DEOCS). The top 15 questions were ranked across a total of 180,797...Department of Equal Opportunity Management Institute Organizational Climate Survey (DEOCS) for fiscal year 2016 by commanders across the Department

Linking Employee Development Activity, Social Exchange and Organizational Citizenship Behavior

ERIC Educational Resources Information Center

Pierce, Heather R.; Maurer, Todd J.

2009-01-01

The authors examined "perceived beneficiary" of employee development (self, organization) for relationships with employee development activity. Perceived organizational support served as a moderator. The authors conclude that employees may engage in development activities to partly benefit their organization to the extent that a positive exchange…

Shaping the Culture: Organizational Development through Team Building.

ERIC Educational Resources Information Center

Yeager, James F.

This practicum developed and implemented an organization development plan to improve agency and team effectiveness and staff satisfaction at a private agency that provides educational and treatment services to children with emotional, mental, or behavioral disorders. An extensive literature review on organizational development was conducted and…

Organizational Effectiveness Evaluation for Higher Education Institutions, Ministry of Tourism and Sports

ERIC Educational Resources Information Center

Kraipetch, Chanita; Kanjanawasee, Sirichai; Prachyapruit, Apipa

2013-01-01

The present research was aimed to: 1) develop the components and indicators of organizational effectiveness for public higher education institutions under the Ministry of Tourism and Sports, Thailand, and 2) develop organizational effectiveness evaluation system for these institutions. The sample included total 41 participants comprising…

Organizational Communication Competence: The Development of an Industrial Simulation to Teach Adaptive Skills.

ERIC Educational Resources Information Center

Goodall, H. Lloyd, Jr.

1982-01-01

Examines the idea of organizational communication competence and describes how behavioral, cognitive, and performance objectives can be developed for a simulation course. Explains how the course works using small groups, organizational problems, and problem-solving discussions. Includes a sample syllabus with evaluation forms, a discussion of…

Influence of HRM Practices on Organizational Commitment: A Study among Software Professionals in India

ERIC Educational Resources Information Center

Paul, A. K.; Anantharaman, R. N.

2004-01-01

Although organizational commitment has been discussed frequently in organizational psychology for almost four decades, few studies have involved software professionals. A study in India reveals that HRM practices such as employee-friendly work environment, career development, development oriented appraisal, and comprehensive training show a…

Organizational Rumor Scale for Educational Institutions

ERIC Educational Resources Information Center

Dagli, Abidin; Han, Bünyamin

2018-01-01

The aim of this research is to develop an "Organizational Rumor Scale" for educational organizations based on teachers' views on organizational rumors. In accordance with the scale development phases, first, the literature was reviewed and theoretical information was itemized, and then the items were revised based on the opinions of…

Leadership Development and Organizational Culture: Which Comes First?

ERIC Educational Resources Information Center

Hasler, Michael G.

2005-01-01

Much has been written about the definitional role organizational leadership plays in the culture of an organization. Likewise, when leadership development is considered, it is often referred to as one of the tools used by leadership to help create and reinforce the desired organizational culture. This literature review explores the current…

Educational Technology and Organizational Development: A Collaborative Approach to Organizational Change.

ERIC Educational Resources Information Center

Forbes, Raymond L., Jr.; Nickols, Frederick W.

The basic similarities between educational technology and organizational development provide a powerful rationale for collaboration. The two disciplines are essentially in the same business, that of systematically changing human behavior. System theory and the system model appear to supply the language and the technology through which such efforts…

Heart Check: The Development and Evolution of an Organizational Heart Health Assessment.

ERIC Educational Resources Information Center

Golaszewski, Thomas; Fisher, Brian

2002-01-01

Documented the development, testing, and application of an organizational assessment tool for measuring employer support for heart health. The Heart Check inventory measured such factors as organizational foundations, administrative supports, stress management, and screening services. Data on diverse worksites throughout New York State indicated…

Development of measures of organizational leadership for health promotion.

PubMed

Barrett, Linda; Plotnikoff, Ronald C; Raine, Kim; Anderson, Donna

2005-04-01

This study describes the development and psychometric evaluation of four scales measuring leadership for health promotion at an organizational level in the baseline survey (n=144) of the Alberta Heart Health Project. Content validity was established through a series of focus groups and expert opinion appraisals, pilot testing of a draft based on capacity assessment instruments developed by other provinces involved in the Canadian Heart Health Initiative, and the literature. Psychometric analyses provided empirical evidence of the construct validity and reliability of the organizational leadership scales. Principal component analysis verified the unidimensionality of the leadership scales of (a) Practices for Organizational Learning, (b) Wellness Planning, (c) Workplace Climate, and (d) Organization Member Development. Scale alpha coefficients ranged between .79 and .91 thus establishing good to high scale internal consistencies. These measures can be used by both researchers and practitioners for the assessment of organizational leadership for health promotion and heart health promotion.

Narrative Approaches to Organizational Development: A Case Study of Implementation of Collaborative Helping.

PubMed

Madsen, William C

2016-06-01

Across North America, community agencies and state/provincial jurisdictions are embracing family-centered approaches to service delivery that are grounded in strength-based, culturally responsive, accountable partnerships with families. This article details a collaborative consultation process to initiate and sustain organizational change toward this effort. It draws on innovative ideas from narrative theory, organizational development, and implementation science to highlight a three component approach. This approach includes the use of appreciative inquiry focus groups to elicit existing best practices, the provision of clinical training, and ongoing coaching with practice leaders to build on those better moments and develop concrete practice frameworks, and leadership coaching and organizational consultation to develop organizational structures that institutionalize family-centered practice. While the article uses a principle-based practice framework, Collaborative Helping, to illustrate this process, the approach is applicable with a variety of clinical frameworks grounded in family-centered values and principles. © 2016 Family Process Institute.

The Role of Climate and Socialization in Developing Interfunctional Coordination.

ERIC Educational Resources Information Center

Wooldridge, Barbara Ross; Minsky, Barbara D.

2002-01-01

Develops a model illustrating that two elements of organizational culture--climate and socialization processes--foster acceptance of organizational values and facilitate the development of interfunctional coordination, which in turn influences firm performance. (Contains 42 references.) (JOW)

Maturity Level of Organizations Integrating Organizational Development with Human Resource Development.

ERIC Educational Resources Information Center

Herman, Jerry J.; Herman, Janice L.

1994-01-01

Future organizations must integrate their human-resource development requirements with organizational development requirements to survive and prosper. A totally integrated systems model will feature 10 crucial elements. Leaders must understand that their organizations pass through developmental stages (from infancy to maturity); at each stage,…

From Youth Worker Professional Development to Organizational Change

ERIC Educational Resources Information Center

Rana, Sheetal; Baumgardner, Briana; Germanic, Ofir; Graff, Randy; Korum, Kathy; Mueller, Megan; Randall, Steve; Simmons, Tim; Stokes, Gina; Xiong, Will; Peterson, Karen Kolb

2013-01-01

An ongoing, innovative youth worker professional development is described in this article. This initiative began as youth worker professional development and then transcended to personal and organizational development. It grew from a moral response of Saint Paul Parks and Recreation staff and two faculty members of Youth Studies, University of…

To Improve the Academy: Resources for Student, Faculty, and Institutional Development, 1985.

ERIC Educational Resources Information Center

Jeffrey, Julie Roy, Ed.; Erickson, Glenn R., Ed.

This collection of papers, the fourth in an annual series, presents views of members of the Professional and Organizational Development Network in Higher Education on faculty, instructional, and institutional development. Papers and authors are as follows: "The Kahuna as Professional and Organizational Development Specialists" (Susanne Whitcomb…

Improving nursing morale in a climate of cost containment. Part 1. Organizational assessment.

PubMed

Haw, M A; Claus, E G; Durbin-Lafferty, E; Iversen, S M

1984-10-01

Faced with declining resources for health care and greater pressures to improve productivity of nursing staff, nursing administrators must act now to develop organizational responses to morale problems among nursing staff. As part of a two-part series for JONA, the authors describe low-cost organizational approaches that address nursing morale. Presented in Part 1 is a low-cost diagnostic process for assessing needs of staff and appraising organizational dimensions contributing to morale. Assessment findings provide clear direction for developing organizational approaches for improving morale.

Developing an inter-organizational community-based health network: an Australian investigation.

PubMed

Short, Alison; Phillips, Rebecca; Nugus, Peter; Dugdale, Paul; Greenfield, David

2015-12-01

Networks in health care typically involve services delivered by a defined set of organizations. However, networked associations between the healthcare system and consumers or consumer organizations tend to be open, fragmented and are fraught with difficulties. Understanding the role and activities of consumers and consumer groups in a formally initiated inter-organizational health network, and the impacts of the network, is a timely endeavour. This study addresses this aim in three ways. First, the Unbounded Network Inter-organizational Collaborative Impact Model, a purpose-designed framework developed from existing literature, is used to investigate the process and products of inter-organizational network development. Second, the impact of a network artefact is explored. Third, the lessons learned in inter-organizational network development are considered. Data collection methods were: 16 h of ethnographic observation; 10 h of document analysis; six interviews with key informants and a survey (n = 60). Findings suggested that in developing the network, members used common aims, inter-professional collaboration, the power and trust engendered by their participation, and their leadership and management structures in a positive manner. These elements and activities underpinned the inter-organizational network to collaboratively produce the Health Expo network artefact. This event brought together healthcare providers, community groups and consumers to share information. The Health Expo demonstrated and reinforced inter-organizational working and community outreach, providing consumers with community-based information and linkages. Support and resources need to be offered for developing community inter-organizational networks, thereby building consumer capacity for self-management in the community. © The Author (2014). Published by Oxford University Press. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

Public sector hospitals and organizational change: an agenda for policy analysis.

PubMed

Collins, C; Green, A

1999-01-01

An important feature of health care systems in recent years is the change in the organizational position and relations of public sector hospitals. Health sector reforms have led to increasing heterogeneity in the organizational location and status of public sector hospitals and new organizational forms of public-private relations are being developed by and for hospitals. These changes can have important implications for health and health care. They raise issues around equity, control, accountability and performance of health care. Yet the policy process in practice may be failing to develop and implement appropriate forms of policy formulation on health sector reform. This paper focuses on the organizational position and relations of hospitals within public sector health services. It firstly outlines key elements of health sector reform and relates these to two dimensions of organizational change for hospitals: increasing heterogeneity and forms of public-private relations. The paper provides a descriptive format for classifying forms of hospital organizational change and proposes a framework of six questions for analysing these organizational forms. This may be used to assess the appropriateness of specific policies to particular country situations and to develop more open debate around hospital organizational forms.

Planning Management Training Programs for Organizational Development

ERIC Educational Resources Information Center

Alpander, Guvenc G.

1974-01-01

To investigate means of converting management development programs into a successful organizational development process, managers' attitudes toward centralization and decentralization of functions and decisions, the importance of performed functions, their personal effectiveness, their managerial style, and what they prefer for executive…

The Organizational Communication Consulting Spectrum.

ERIC Educational Resources Information Center

Tubbs, Stewart L.; Widgery, Robin N.

Surveys of business managers provide evidence that organizations need help in developing employee communication competencies. Recognizing this need, the speech profession has begun to show an increasing interest in developing both undergraduate and graduate courses in organizational communication. The need for developing communication skills…

Practical Procedures for Internationalizing an Academic Unit.

ERIC Educational Resources Information Center

Hughes, Gail

Procedures for internationalizing a college academic unit are examined. The approach centers around eight key steps in organizational development: developing organizational support groups; assessing the international/intercultural needs of the organization; making maximum use of existing strengths and international resources; developing programs…

An Organizational Development Framework for Assessing Readiness and Capacity for Expanding Online Education

ERIC Educational Resources Information Center

Piña, Anthony A.

2017-01-01

In this article, a popular model for organizational development is utilized as a framework for assessing the organizational readiness and capacity of educational institutions whose leaders wish to establish or expand their online/distance education programs. Examples of institutionalization factors to consider and alternative models for assessing…

Exploring Dimensions of Personal and Organizational Efficacy Motivation: A Study of Teachers, Social Workers, and University Faculty.

ERIC Educational Resources Information Center

Loup, Karen S.; Clarke, James; Ellett, Chad D.; Rugutt, John

This paper presents the results of instrument development and adaptation efforts associated with conceptualizing and investigating self and organizational efficacies in terms of motivation toward achievement of organizational goals in schools, child welfare agencies, and higher education institutions. Results of initial conceptual development of a…

Creating Opportunities for Organizational Leadership (COOL): Creating a culture and curriculum that fosters psychiatric leadership development and quality improvement.

PubMed

Dickey, Chandlee; Dismukes, Rodney; Topor, David

2014-06-01

The authors describe the Harvard South Shore Psychiatry Residency Training Program curriculum "Creating Opportunities for Organizational Leadership," an innovative, multitiered, resident-driven, outcome-focused set of experiences designed to develop residents' leadership skills in personal leadership, organizational leadership, negotiation, strategic thinking, and systems redesign.

An Organizational Assessment of the United States Military’s Ability to Control the Electromagnetic Spectrum in the 21st Century

DTIC Science & Technology

2007-12-01

information reference Burton and Obel Strategic Organizational Diagnosis and Design: Developing Theory for Application, 2nd ed., Kluwer Academic...Obel, B., Hunter, S., Søndergaard, M., Døjbak, D., Burton, R. M., et al. (1998). Strategic organizational diagnosis and design : Developing theory

To Improve the Academy: Resources for Faculty, Instructional, and Organizational Development, 1982.

ERIC Educational Resources Information Center

Professional and Organizational Development Network in Higher Education.

This annual journal issue contains 21 papers, many of which were developed as background pieces for sessions of the annual conferences of the Professional and Organizational Development Network in Higher Education (POD). Papers are grouped into four sections on: personal reflections, faculty development, evaluation of teaching practices, and…

To Improve the Academy: Resources for Faculty, Instructional, and Organizational Development, 1994.

ERIC Educational Resources Information Center

Wadsworth, Emily C., Ed.; And Others

This annual journal issue contains 24 papers on issues of faculty development, instructional improvement, knowledge and teaching, and communication in higher education. Many of the papers were developed for the annual conference of the Professional and Organizational Development Network in Higher Education (POD). The papers are: (1) "Teaching…

To Improve the Academy: Resources for Faculty, Instructional, and Organizational Development, 1993.

ERIC Educational Resources Information Center

Wright, Delivee L., Ed.; And Others

This annual journal issue contains 20 papers on issues of faculty community, the inclusive institution, instruction, and faculty development in higher education. Many of the papers were developed for the annual conference of the Professional and Organizational Development Network in Higher Education (POD). The papers are: (1) "The Spirit of…

Leading Change: An Organizational Development Role for Educational Developers

ERIC Educational Resources Information Center

Weston, Cynthia; Ferris, Jennie; Finkelstein, Adam

2017-01-01

While educational development has long been aligned with organizational development in the literature (Berquist & Phillips, 1975; Gaffe, 1975), in practice this link has faded with time. Schroeder (2011) has recently asserted that given the broad-based changes in teaching and learning that are taking place at universities, it is important that…

Theorizing University Identity Development: Multiple Perspectives and Common Goals

ERIC Educational Resources Information Center

MacDonald, Ginger Phillips

2013-01-01

Universities articulate their identities during moments of organizational change. The process of development of university identity is herein explored from multiple theoretical strands: (a) industrial/organizational psychology, (b) human development/social psychology, (c) marketing, and (d) postmodern sociological. This article provides an…

Resources for Faculty, Instructional, & Organizational Development.

ERIC Educational Resources Information Center

Wulff, Donald H., Ed.; Nyquist, Jody D., Ed.

1992-01-01

This annual journal presents the latest thinking and research on important issues of faculty, instructional, and organizational development in postsecondary education. Essays in this issue and their authors are as follows: "Faculty Development and the New American Scholar" (William B. Bondeson); "Improving Higher Education: Issues…

Complexities of Organization Dynamics and Development: Leaders and Managers

ERIC Educational Resources Information Center

Nderu-Boddington, Eulalee

2008-01-01

This article shows the theoretical framework for understanding organizational dynamics and development - the change theory and subordinate relationships within contemporary organizations. The emphasis is on power strategies and the relationship to organizational dynamics and development. The integrative process broadens the understanding of…

Organizational Member Involvement in Physical Activity Coalitions across the United States: Development and Testing of a Novel Survey Instrument for Assessing Coalition Functioning

ERIC Educational Resources Information Center

Bornstein, Daniel B.; Pate, Russell R.; Beets, Michael W.; Saunders, Ruth P.; Blair, Steven N.

2015-01-01

Introduction: Coalitions are often composed of member organizations. Member involvement is thought to be associated with coalition success. No instrument currently exists for evaluating organizational member involvement in physical activity coalitions. This study aimed to develop a survey instrument for evaluating organizational member involvement…

Organizational Learning and Innovation Performance: A Review of the Literature and the Development of a Conceptual Framework and Research Hypotheses

ERIC Educational Resources Information Center

Wang, Yu-Lin; Ellinger, Andrea D.

2008-01-01

The purpose of this paper is to develop a conceptual framework and research hypotheses based upon a thorough review of the conceptual and limited published empirical research in the organizational learning and innovation performance literatures. Hypotheses indicate the relationships between organizational learning, its antecedent, perception of…

Organizational Development and Teacher Corps: A Discussion of a Book by Ronald Corwin.

ERIC Educational Resources Information Center

Marsh, David D.

This paper focuses on the theory of organizational change and development as presented by Ronald G. Corwin in his book, "Reform and Organizational Survival: The Teacher Corps As an Instrument of Educational Change," and the implications this theory has for efforts at institutional change which are being made by the Teacher Corps. Corwin…

Towards a Natural Systems Theory of Organizational Effectiveness: Integrating Geopolitical, Darwinistic and Strategic Planning Perspectives. ASHE Annual Meeting 1981 Paper.

ERIC Educational Resources Information Center

Cope, Robert

A theory of organizational development is developed from turn-of-the-century geopolitical studies by combining the following: Smithian and Darwinian perspectives; the firmer concepts of management; and strategic planning views. An attempt is made to explore natural organizational processes by considering geopolitical, economic, biological, and…

Organizational Learning as an Organization Development Intervention in Six High-Technology Firms in Taiwan: An Exploratory Case Study

ERIC Educational Resources Information Center

Lien, Bella Ya-Hui; Hung, Richard Y.; McLean, Gary N.

2007-01-01

Organizational learning (OL) is about how individuals collect, absorb, and transform information into organizational memory and knowledge. This case study explored how six high-technology firms in Taiwan chose OL as an organization development intervention strategy. Issues included how best to implement OL; how individuals, teams, and…

Founders' Sensemaking and Sensegiving Behaviors Effect on the Organizational Identities of New Charter Schools

ERIC Educational Resources Information Center

Fehsenfeld, Corie

2010-01-01

This qualitative, multiple case study looked at the emerging organizational identity of four charter schools during the early years of development and the influence of the founder on that developing identity. The study looked at the ways in which each founder's sensemaking and sensegiving behaviors may have influenced the organizational identity…

Organizational Life Cycles and the Development of the National College for School Leadership: An Antipodean View

ERIC Educational Resources Information Center

Mulford, Bill

2004-01-01

This article employs organizational life cycle, organizational learning stages and group development stages literature to examine my experiences at the National College for School Leadership (NCSL) during its establishment phase. Support was found, and other foci suggested, for this literature. As well, future issues to be faced by the NCSL were…

Coming in from the Margins: Faculty Development's Emerging Organizational Development Role in Institutional Change

ERIC Educational Resources Information Center

Schroeder, Connie

2010-01-01

Recognizing that a necessary and significant role change is underway in faculty development, this book calls for centers to merge their traditional responsibilities and services with a leadership role as organizational developers. Failing to define and outline the dimensions and expertise of this new role puts centers at risk of not only…

Towards a Theory of Organisational Culture.

ERIC Educational Resources Information Center

Owens, Robert G.; Steinhoff, Carl R.

1989-01-01

The development of the paper-and-pencil instrument called the Organizational Culture Assessment Inventory (OCAI) is based on the theory of organizational culture. Recent literature and organizational analysis are combined with Schein's model of organizational culture to provide the background for metaphorical analysis of organizational culture…

Institutional Management through Organization Development.

ERIC Educational Resources Information Center

Ferguson, Charles O.

This paper provides information on the role of organizational development in the institutional planning process at Florida Junior College (FJC), using short statements on the functions and objectives of each of the major components within the planning process. First, an overview is provided of organizational development and its value in…

Creating a winning organizational culture.

PubMed

Campbell, Robert James

2009-01-01

This article explores the idea of how to create a winning organizational culture. By definition, a winning organizational culture is one that is able to make current innovations stick, while continuously changing based on the demands of the marketplace. More importantly, the article explores the notion that a winning organizational culture can have a profound impact on the conscious of the workforce, helping each individual to become a better, more productive person, who provides important services and products to the community. To form a basis toward defining the structure of what a winning organization culture looks like, 4 experts were asked 12 questions related to the development of an organizational culture. Three of the experts have worked intimately within the health care industry, while a fourth has been charged with turning around an organization that has had a losing culture for 17 years. The article provides insight into the role that values, norms, goals, leadership style, familiarity, and hiring practices play in developing a winning organizational culture. The article also emphasizes the important role that leaders perform in developing an organizational culture.

Psychometric properties of a four-component Norwegian Organizational Justice Scale.

PubMed

Olsen, Olav Kjellevold; Myrseth, Helga; Eidhamar, Are; Hystad, Sigurd W

2012-04-01

Organizational justice has attracted attention as a predictor of employees' mental and physical health as well as commitment and work outcomes. The lack of a Norwegian translation of an organizational justice scale has precluded its use in Norway. Four dimensions of the organizational justice construct were examined in a Norwegian military context, including facet measures of distributional, interpersonal, and informational justice developed by Colquitt in 2001, in addition to procedural justice developed by Moorman in 1991. Confirmatory factor analyses supported a four-dimensional structure with good internal consistency. Follow-up analyses have suggested that the four dimensions were nested beneath a general, latent organizational justice factor. A positive relationship between organizational justice and self-sacrificial behavior was found, indicating satisfactory construct validity. The results demonstrate that the Norwegian Organizational Justice Scale is a reliable and construct-valid measure of organizational justice in a Norwegian setting.

Building Workforce Strength: Creating Value through Workforce and Career Development

ERIC Educational Resources Information Center

Elsdon, Ron

2010-01-01

This book explores the perspectives of experienced practitioners, sharing ideas about building and sustaining organizational strength through workforce development practices and systems. As the saying goes, a company's greatest resource is its people. When managers really believe that and work to develop organizational capabilities, productivity,…

A View from the Margins: Situating CTL Staff in Organizational Development

ERIC Educational Resources Information Center

Gravett, Emily O.; Bernhagen, Lindsay

2015-01-01

The authors explore assumptions that underlie work on organizational development in their field, which reveal hierarchical and homogenizing tendencies, despite commitments to inclusivity. Given that the aim of recent literature, such as Schroeder and Associates' Coming in from the Margins, is to situate educational developers in relation to…

The Relation between Employee Organizational and Professional Development Activities

ERIC Educational Resources Information Center

Blau, Gary; Andersson, Lynne; Davis, Kathleen; Daymont, Tom; Hochner, Arthur; Koziara, Karen; Portwood, Jim; Holladay, Blair

2008-01-01

A model is presented showing hypothesized common and parallel antecedents of employee organizational development activity (ODA) versus professional development activity (PDA). A common antecedent is expected to affect both ODA and PDA, while a parallel antecedent is expected to affect its corresponding work referent. This model was tested using a…

Personnel Development Practices in Turkish Education System

ERIC Educational Resources Information Center

Ozdemir, Tuncay Yavuz

2016-01-01

Nowadays everything develops and changes very quickly and sustainability of organizational goals will be possible only when personnel can keep up with these changes. From administrative aspect it is important to enhance personnel's potential and prompt them to achieve organizational goals. Personnel development is a process which influences and…

Collaborative Knowledge Production Model in the Field of Organizational Development

ERIC Educational Resources Information Center

Ramstad, Elise

2008-01-01

The paper proposes a framework for collaborative knowledge production in order to enhance the amount and quality of knowledge in the field of organizational development (OD). We distinguish three types of actors that offer development services for work organizations: academic R&D units, training and educational institutes and management…

A Holistic Equilibrium Theory of Organization Development

ERIC Educational Resources Information Center

Yang, Baiyin; Zheng, Wei

2005-01-01

This paper proposes a holistic equilibrium theory of organizational development (OD). The theory states that there are three driving forces in organizational change and development--rationality, reality, and liberty. OD can be viewed as a planned process of change in an organization so as to establish equilibrium among these three interacting…

Increasing Organizational Effectiveness through Better Human Resource Planning and Development

ERIC Educational Resources Information Center

Schein, Edgar H.

1977-01-01

Discusses the increasing importance of human resource planning and development for organizational effectiveness, and examines how the major components of a human resource planning and development system should be coordinated for maximum effectiveness. Available from Alfred P. Sloan School of Management, Massachusetts Institute of Technology,…

The Development of FE IV (Further Education). Coombe Lodge Report, Study Conference 75/20 and Study Conference 75/24.

ERIC Educational Resources Information Center

Further Education Staff Coll., Blagdon (England).

The conferences were part of a series on the development of the field of postsecondary education in Britain. Proceedings of the first conference, on the development of new college organizational structures, include: the concept of organizational development (A.B. Cherns); organization and education (G.M.A. Harrison); introduction to a project to…

Elaboration of technology organizational models of constructing high-rise buildings in plans of construction organization

NASA Astrophysics Data System (ADS)

Osipenkova, Irina; Simankina, Tatyana; Syrygina, Taisiia; Lukinov, Vitaliy

2018-03-01

This article represents features of the elaboration of technology organizational models of high-rise building construction in technology organizational documentation on the example of the plan of construction organization. Some examples of enhancing the effectiveness of high-rise building construction based on developments of several options of the organizational and technological plan are examined. Qualitative technology organizational documentation allows to increase the competitiveness of construction companies and provides prime cost of construction and assembly works reductions. Emphasis is placed on the necessity to comply with the principle of comprehensiveness of engineering, scientific and research works, development activities and scientific and technical support.

Dependent Narcissism, Organizational Learning, and Human Resource Development

ERIC Educational Resources Information Center

Godkin, Lynn; Allcorn, Seth

2009-01-01

Narcissistic leadership can benefit organizational performance. Aberrant narcissism can destroy the psychosocial health of groups, limiting performance. This article examines Dependent Organizational Disorder, a common form of narcissism, which infects leadership, thwarts performance, and interrupts organizational learning. Dependent…

HPI Soup.

ERIC Educational Resources Information Center

Sanders, Ethan S.; Ruggles, Julie L.

2000-01-01

Discusses the evolution of human performance improvement, an outgrowth of instructional systems design and programmed instruction that emerged after World War II. Discusses the contributing disciplines (behaviorism, analytical systems, organizational learning, organizational development, systems theory, management development) and the major…

Organizational Culture and the Deployment of Agile Methods: The Competing Values Model View

NASA Astrophysics Data System (ADS)

Iivari, Juhani; Iivari, Netta

A number of researchers have identified organizational culture as a factor that potentially affects the deployment of agile systems development methods. Inspired by the study of Iivari and Huisman (2007), which focused on the deployment of traditional systems development methods, the present paper proposes a number of hypotheses about the influence of organizational culture on the deployment of agile methods.

Identifying the Organizational Changes Taking Place in Somali Community-Based Organization (CBO) in Response to New Patterns of Immigration: Implications for Adult Community Education

ERIC Educational Resources Information Center

Osman, Sirad Warfa

2009-01-01

This dissertation focuses on changes in the organizational development of community-based organizations (CBOs) within the context of new patterns of immigration, in the United States. Organizational development is considered within the context of dialects of growth, change and transformation of communities in transition. The primary goal of this…

Evolving to organizational learning.

PubMed

Bechtold, B L

2000-02-01

To transform in stride with the business changes, organizations need to think of development as "organizational learning" rather than "training." Companies need to manage learning as a strategic competitive advantage for current and future business rather than as a perk for individuals. To position themselves for success in a dynamic business environment, companies need to reframe their concept of learning and development to a mindset of organizational learning.

Leaning in: lessons for leadership career development.

PubMed

Shirey, Maria R

2013-11-01

This department highlights change management strategies that may be successful in strategically planning and executing organizational change initiatives. With the goal of presenting practical approaches helpful to nurse leaders advancing organizational change, content includes evidence-based projects, tools, and resources that mobilize and sustain organizational change initiatives. In this article, the author introduces the book Lean In and presents applicable lessons for nursing leadership career development.

[Improving job morale of nurses despite insurance cost control. 1: Organization assessment].

PubMed

Haw, Mary Ann; Claus, Eleanor G; Durbin-Lafferty, Ellen; Iversen, Sharon M

2003-04-01

Faced with declining resources for health care and greater pressures to improve productivity of nursing staff, nursing administrators must act now to develop organizational responses to morale problems among nursing staff. As part of a two-part series for JONA, the authors describe low-cost organizational approaches that address nursing morale. Presented in Part 1 is a low-cost diagnostic process for assessing needs of staff and appraising organizational dimensions contributing to morale. Assessment findings provide clear direction for developing organizational approaches for improving morale.

Managerial and Organizational Career Development: An Annotated Bibliography.

ERIC Educational Resources Information Center

Maddox, E. Nick; And Others

1988-01-01

This annotated bibliography is an extension of an earlier work published in the "Career Planning and Adult Development Journal" in 1983. It represents a cross-sectional look at the expanding field of career development as it relates to organizational behavior and human resource management disciplines and practice. Citations are included of 295…

The Organizational and the Interpersonal in an International Development Education Project.

ERIC Educational Resources Information Center

Bhola, H. S.

The organizational aspects of the process of innovation diffusion and the planned change and development as applied to an appraisal of international development education (IDE) are examined in this paper. The document begins by describing how effective organizations and institutions should be planned and structured to produce planned change. It…

To Improve the Academy. Resources for Faculty, Instructional and Organizational Development. Volume 18.

ERIC Educational Resources Information Center

Kaplan, Matthew, Ed.; Lieberman, Devorah, Ed.

2000-01-01

The year 2000 volume of this annual publication contains 18 articles on issues relating to organizational change, collaboration and partnerships, and teaching and faculty development in higher education. The articles are: "Diversity and Its Discontents: Rays of Light in the Faculty Development Movement for Faculty of Color" (Edith A.…

Toward a Theoretical Model of Employee Turnover: A Human Resource Development Perspective

ERIC Educational Resources Information Center

Peterson, Shari L.

2004-01-01

This article sets forth the Organizational Model of Employee Persistence, influenced by traditional turnover models and a student attrition model. The model was developed to clarify the impact of organizational practices on employee turnover from a human resource development (HRD) perspective and provide a theoretical foundation for research on…

Designing Assessment Strategies for Organization Development

ERIC Educational Resources Information Center

Nielsen, Warren R.; Kimberly, John R.

1976-01-01

Argues that systematic empirical assessment of organizational development (OD) interventions is important and can have benefits both for subject organizations and organizational researchers. Discusses suggested criteria for effective assessment of OD interventions. (For availability see EA 507 198.) (JG)

Organizational Issues and Human Resource Development Research Questions. A Guide for Researchers in Human Resource Development.

ERIC Educational Resources Information Center

Jacobs, Ronald L., Ed.

The nine papers in this monograph, written by members of the University Council for Research in Human Resource Development, respond to the following questions: What is the most important organizational issue of the 1990s, and what human resource development (HRD) research questions might be generated from this issue? The papers are as follows: (1)…

An Investigation of the Knowledge Claims Supporting Goal Based Planning and Organizational Culture as Keys to Excellence in Educational Organizations.

ERIC Educational Resources Information Center

Hossler, Don; And Others

Two independent bodies of organizational theory and research are developing around separate concepts associated with organizational effectiveness: goal-based behavior (intention) and organizational climate (distinction). Although both variables have been found to influence organizational effectiveness, findings have been inconsistent. The term…

New Directions in the Study of Organizational Communication.

ERIC Educational Resources Information Center

MacDonald, Donald; Farace, Richard V.

For knowledge of organizational communication to increase, new concepts must be developed and correlative or even causal relationships between communication concepts and other organizational variables must be established. Here, meanings of "organization,""information,""communication," and "other organizational variables" are explicated, and three…

Product Line Acquisition in the DoD: The Promise, The Challenges

DTIC Science & Technology

1999-12-01

Organizational Structure 8 3.4 Providing an Appropriate Funding Model 9 3.5 Developing and Implementing an Acquisition Strategy 10 3.6 Contractor Interface...providing an appropriate funding model • achieving the right organizational structure • developing and implementing an acquisition strategy • contractor...organizational change rather than attempt a risky enterprise overhaul. 3.4 Providing an Appropriate Funding Model The funding model is closely

An Analysis of the Relationship between the Organizational Culture and the Performance of Staff Work Groups in Schools and the Development of an Explanatory Model

ERIC Educational Resources Information Center

James, Chris; Connolly, Michael

2009-01-01

This article analyses the concept of organizational culture and the relationship between the organizational culture and the performance of staff work groups in schools. The article draws upon a study of 12 schools in Wales, UK, which despite being in disadvantaged settings have high levels of pupil attainment. A model is developed linking the…

[The development of clinical reasoning skills and leadership: personal factors and organizational factors].

PubMed

Larue, Caroline; Dubois, Sylvie; Girard, Francine; Goudreau, Johanne; Dumont, Katia

2013-03-01

Continuing education of newly graduated nurses (NGN) depends on several factors related to the characteristics of skills to be developed, the target population and the organizational context. Few studies describe both how nurses develop their skills and how institutions promote this development. The objectives of this manuscript are to (1) describe the behaviors that the NGN use to develop their reasoning skills and leadership and (2) document the organizational elements that facilitate this development. Method. Individual interviews were conducted with nurses (n = 34) using a grid of semistructured interviews and two group interviews were conducted with nurses (n = 7) and managers (n = 19) in two teaching hospitals in eastern Canada. The results show that nurses develop mainly by reflecting on their professional practice in their workplace. However, the lack of time for reflection in the workspace is a considerable obstacle while managerial leadership is an important asset.

The correlation between justice and organizational citizenship behavior and organizational identity among nurses.

PubMed

Arbabisarjou, Azizollah; Hajipour, Reza; Sadeghian, Mahdi

2014-08-15

"The correlation between justice and organizational citizenship behavior and organizational identity among the nurses", aimed to correlate different aspects of personal feelings and organizational identity in a population of nurses. The population included all nurses working at hospitals affiliated to administry of health, treatment and medical education in Shahre-Kord (Iran) 2009. A sample consisting of 168 nurses was randomly selected out of the population. The study adopted a descriptive-correlative method. The Organizational Justice Questionnaire (1998), the Organizational Citizenship Questionnaire, and Organizational Identity Questionnaire (1982) were used for gathering data. Data was analyzed through multiple regression analysis. The findings revealed that 4 dimensions of organizational citizenship behavior (altruism, civic virtue, conscientiousness, and self-development) are correlated with organizational identity (R² = 0.612); and loyalty and obedience are correlated with distributional justice (R² = 0.71). Also, loyalty, altruism, and obedience are correlated with procedural justice (R² = 0.69) and loyalty and self-development are correlated with distributional justice (R² = 0.89). A correlation was also detected between interactional justice and organizational identity (R² = 0.89). The findings of the study could serve to identify the factors contributing to the creation and recreation of organizational identity, citizenship behavior and justice among nurses, to promote the performance of the organization, and to achieve organizational goals.

The correlation between organizational justice and trust among employees of rehabilitation clinics in hospitals of Ahvaz, Iran

PubMed Central

Khiavi, Farzad Faraji; Shakhi, Kamal; Dehghani, Roohallah; Zahiri, Mansour

2016-01-01

Introduction Organizational justice is an intricate concept that refers to fair and ethical conduct of individuals within organizations. No research has been conducted on the variables associated with organizational justice in rehabilitation clinics. Thus, the aim of this research was to determine the correlation between organizational justice and organizational trust among the employees of rehabilitation clinics in hospitals of Ahvaz, Iran. Methods This was a cross-sectional research, and it was conducted on 140 rehabilitation staff members of hospital clinics in Ahvaz. The data were gathered using organizational justice and trust questionnaires. The data were analyzed using the independent-samples t-test, ANOVA, and Pearson’s product-moment correlation SPSS software. Results Significant correlations between procedure and interaction justice and organizational trust were identified (p < 0.001). Distributive justice showed small correlation with trust (r = 0.25, p < 0.021). Organizational justice was significantly associated with organizational trust (r = 0.42, p < 0.001). Organizational justice was not significantly related to any demographic variable (p > 0.05). Conclusion There was a positive, medium, and significant correlation between organizational justice and trust. It is suggested that rehabilitation clinics’ managers develop plans to increase their organizational justice subscales in order to develop organizational trust among their employees. PMID:27053997

A theory of organizational readiness for change

PubMed Central

Weiner, Bryan J

2009-01-01

Background Change management experts have emphasized the importance of establishing organizational readiness for change and recommended various strategies for creating it. Although the advice seems reasonable, the scientific basis for it is limited. Unlike individual readiness for change, organizational readiness for change has not been subject to extensive theoretical development or empirical study. In this article, I conceptually define organizational readiness for change and develop a theory of its determinants and outcomes. I focus on the organizational level of analysis because many promising approaches to improving healthcare delivery entail collective behavior change in the form of systems redesign--that is, multiple, simultaneous changes in staffing, work flow, decision making, communication, and reward systems. Discussion Organizational readiness for change is a multi-level, multi-faceted construct. As an organization-level construct, readiness for change refers to organizational members' shared resolve to implement a change (change commitment) and shared belief in their collective capability to do so (change efficacy). Organizational readiness for change varies as a function of how much organizational members value the change and how favorably they appraise three key determinants of implementation capability: task demands, resource availability, and situational factors. When organizational readiness for change is high, organizational members are more likely to initiate change, exert greater effort, exhibit greater persistence, and display more cooperative behavior. The result is more effective implementation. Summary The theory described in this article treats organizational readiness as a shared psychological state in which organizational members feel committed to implementing an organizational change and confident in their collective abilities to do so. This way of thinking about organizational readiness is best suited for examining organizational changes where collective behavior change is necessary in order to effectively implement the change and, in some instances, for the change to produce anticipated benefits. Testing the theory would require further measurement development and careful sampling decisions. The theory offers a means of reconciling the structural and psychological views of organizational readiness found in the literature. Further, the theory suggests the possibility that the strategies that change management experts recommend are equifinal. That is, there is no 'one best way' to increase organizational readiness for change. PMID:19840381

Using Action Planning to Build Organizational Capacity for the Prevention of Intimate Partner Violence.

PubMed

Schober, Daniel J; Fawcett, Stephen B

2015-08-01

The DELTA PREP Project aims to reduce risk for intimate partner violence (IPV). It engaged leadership and staff from 19 statewide domestic violence coalitions in building capacity to prevent IPV before it occurs (rather than solely responding to IPV). This article describes the process and outcomes associated with action planning to create coalition organizational change related to preventing IPV. Coalition staff and leadership planned for organizational changes in six goal areas: leadership, structures and processes, staffing, resource development, partnership development, and member agency development. Action planning was conducted during 2-day, in-person sessions that involved (a) review and refinement of coalition vision and mission statements, (b) interpretation of coalition assessments (for prevention capacity), (c) identification of specific organizational changes to be sought, and (d) specification of action steps for each proposed organizational change to be sought. The results show overall increases in the amounts, and variations in the kinds, of organizational changes that were facilitated by coalitions. Challenges related to action planning and future directions for capacity building among statewide IPV prevention coalitions are discussed. © 2015 Society for Public Health Education.

Aligning Learning and Talent Development Performance Outcomes with Organizational Objectives: A Proposed Model

ERIC Educational Resources Information Center

Ware, Iris

2017-01-01

The value proposition for learning and talent development (LTD) is often challenged due to human resources' inability to demonstrate meaningful outcomes in relation to organizational needs and return-on-investment. The primary role of human resources (HR) and the learning and talent development (LTD) function is to produce meaningful outcomes to…

Invited Reaction: Development and Exploratory Validation of an Organizational Efficacy Scale

ERIC Educational Resources Information Center

Decker, Carol A.

2010-01-01

This paper presents the author's comments on James G. Bohn's article "Development and Exploratory Validation of an Organizational Efficacy Scale". In his article, Bohn has captured a deficiency, as he quotes, of "over two decades" in the human resource development (HRD) field. Since no scale has been designed specifically to measure efficacy at…

Organizational Communication and Culture: A Study of 10 Italian High-Technology Companies.

ERIC Educational Resources Information Center

Morley, Donald Dean; Shockley-Zalabak, Pamela; Cesaria, Ruggero

1997-01-01

Tests in international environments models previously developed within United States high-technology organizations. Demonstrates that relationships among organizational culture themes, employee values, organizational communication activities, and perceptions of a variety of organizational outcomes are similar but not identical for United States…

Evaluation in Human Resource Development.

ERIC Educational Resources Information Center

1999

These four papers are from a symposium on evaluation in human resource development (HRD). "Assessing Organizational Readiness for Learning through Evaluative Inquiry" (Hallie Preskill, Rosalie T. Torres) reviews how evaluative inquiry can facilitate organizational learning; argues HRD evaluation should be reconceptualized as a process…

A Diagnostic Taxonomy of Adult Career Problems.

ERIC Educational Resources Information Center

Campbell, Robert E.; Cellini, James V.

1981-01-01

Developed a taxonomy for the differential diagnosis of adult career development problems. Problem categories identified were: (1) problems in career decision making; (2) problems in implementing career plans; (3) problems in organizational/institutional performance; and (4) problems in organizational/institutional adaption. (Author)

Research evidence utilization in policy development by child welfare administrators.

PubMed

Jack, Susan; Dobbins, Maureen; Tonmyr, Lil; Dudding, Peter; Brooks, Sandy; Kennedy, Betty

2010-01-01

An exploratory qualitative study was conducted to explore how child welfare administrators use research evidence in decision-making. Content analysis revealed that a cultural shift toward evidence-based practice (EBP) is occurring in Canadian child welfare organizations and multiple types of evidence inform policy decisions. Barriers to using evidence include individual, organizational, and environmental factors. Facilitating factors include the development of internal champions and organizational cultures that value EBP. Integrating research into practice and policy decisions requires a multifaceted approach of creating organizational cultures that support research utilization and supporting senior bureaucrats to use research evidence in policy development.

Turnaround Insights from the Organizational Sciences: A Review of the Empirical Evidence and the Development of a Staged Model of Recovery with Potential Implications for the PK-12 Education Sector

ERIC Educational Resources Information Center

Murphy, Joseph

2008-01-01

In this article, we review research from the organizational sciences to develop lessons for educators and policy makers. The approach is an integrative review of the literature. We employ a comprehensive process to unpack and make sense of the turnaround literature from the organizational sciences. We rely on strategies appropriate for document…

Organizational Performance and Customer Value

ERIC Educational Resources Information Center

Tosti, Donald; Herbst, Scott A.

2009-01-01

While behavior systems analysts have recognized the importance of the consumer of organizational products (i.e., receiving system) in developing models of organizational change, few have offered a systematic assessment of the relationship between consumer and organizational practices. In this article we will discuss how a behavior systems approach…

Organizational Change Processes: A Bibliography With Commentary.

ERIC Educational Resources Information Center

Baldridge, J. Victor

This bibliography deals with a wide variety of organizational dynamics and is related to the definition of organizational change developed by the Stanford Center's Organizational Change project. This definition, discussed in detail, focuses on deliberate change instituted to reformulate official policy. A topical outline of the bibliography is…

Developing Leadership Capacity through Organizational Learning

ERIC Educational Resources Information Center

Buchanan, Julia

2008-01-01

The relationship of human development to leadership growth and organizational learning is becoming more significant as organizations recognize the value of skilled leadership. In order to foster collective intelligence and innovation in groups, leadership throughout an organization benefits from the understanding of processes involved in…

Structural Limits on Organizational Development

ERIC Educational Resources Information Center

Rice, George H., Jr.

1977-01-01

Organizational development practitioners tend to assume that all workplaces are pretty much alike, and that emotional health in all job situations can be described in approximately the same way. They have failed to recognize the sociological and structural/functional limitations of the workplace. (Author/JG)

Organizational Ethics Development and the Human Resource Professional.

ERIC Educational Resources Information Center

Petrick, Joseph A.

1992-01-01

Surveys literature on organizational moral development and describes research methodology employed, summarizes research findings, and examines career implications for human resource professionals. Contends that institutionalizing an ethics program can impact favorably on both the organization and the career of the implementing human resource…

Systems Engineering Metrics: Organizational Complexity and Product Quality Modeling

NASA Technical Reports Server (NTRS)

Mog, Robert A.

1997-01-01

Innovative organizational complexity and product quality models applicable to performance metrics for NASA-MSFC's Systems Analysis and Integration Laboratory (SAIL) missions and objectives are presented. An intensive research effort focuses on the synergistic combination of stochastic process modeling, nodal and spatial decomposition techniques, organizational and computational complexity, systems science and metrics, chaos, and proprietary statistical tools for accelerated risk assessment. This is followed by the development of a preliminary model, which is uniquely applicable and robust for quantitative purposes. Exercise of the preliminary model using a generic system hierarchy and the AXAF-I architectural hierarchy is provided. The Kendall test for positive dependence provides an initial verification and validation of the model. Finally, the research and development of the innovation is revisited, prior to peer review. This research and development effort results in near-term, measurable SAIL organizational and product quality methodologies, enhanced organizational risk assessment and evolutionary modeling results, and 91 improved statistical quantification of SAIL productivity interests.

The Organization of Teaching Process for the Development of Key Competencies (Case Study: Future Managers)

ERIC Educational Resources Information Center

Khusainova, Guzel R.; Galeeva, Farida T.; Giniyatullina, Diana R.; Tarasova, Natalya M.; Tsareva, Ekaterina E.

2016-01-01

This article is focused on the development of the organizational forms of future managers training for the development of their key competencies, namely, creativity and the ability to work in a team. The analysis of works of the researchers in the field of management and pedagogics shows that small groups as an organizational form has great…

The Role of Collaborative Reflection in Developing a Culture of Inquiry in a School-University Partnership: A U.S. Perspective.

ERIC Educational Resources Information Center

Osguthorpe, Russell T.

This paper describes two cases that illustrate the role of collaborative reflection in developing a culture of inquiry and individual and organizational renewal in school-university partnerships. Three assertions underlie the study: that individual renewal leads to organizational renewal; that developing a culture of inquiry is a prerequisite to…

Evaluating Organizational Performance: Rational, Natural, and Open System Models

ERIC Educational Resources Information Center

Martz, Wes

2013-01-01

As the definition of organization has evolved, so have the approaches used to evaluate organizational performance. During the past 60 years, organizational theorists and management scholars have developed a comprehensive line of thinking with respect to organizational assessment that serves to inform and be informed by the evaluation discipline.…

Organizational Culture as a Function of Institutional Type in Higher Education

ERIC Educational Resources Information Center

Kaufman, Jason A.

2013-01-01

The purpose of the present study was to examine whether organizational culture varies as a function of institutional type in higher education, and to identify whether there exists congruence between organizational culture type and leader behavior. Utilizing the Organizational Culture Assessment Instrument (OCAI) developed by Cameron and Quinn…

Communication and Organization in Software Development: An Empirical Study

NASA Technical Reports Server (NTRS)

Seaman, Carolyn B.; Basili, Victor R.

1996-01-01

The empirical study described in this paper addresses the issue of communication among members of a software development organization. The independent variables are various attributes of organizational structure. The dependent variable is the effort spent on sharing information which is required by the software development process in use. The research questions upon which the study is based ask whether or not these attributes of organizational structure have an effect on the amount of communication effort expended. In addition, there are a number of blocking variables which have been identified. These are used to account for factors other than organizational structure which may have an effect on communication effort. The study uses both quantitative and qualitative methods for data collection and analysis. These methods include participant observation, structured interviews, and graphical data presentation. The results of this study indicate that several attributes of organizational structure do affect communication effort, but not in a simple, straightforward way. In particular, the distances between communicators in the reporting structure of the organization, as well as in the physical layout of offices, affects how quickly they can share needed information, especially during meetings. These results provide a better understanding of how organizational structure helps or hinders communication in software development.

Organizational capacity for change in health care: Development and validation of a scale.

PubMed

Spaulding, Aaron; Kash, Bita A; Johnson, Christopher E; Gamm, Larry

We do not have a strong understanding of a health care organization's capacity for attempting and completing multiple and sometimes competing change initiatives. Capacity for change implementation is a critical success factor as the health care industry is faced with ongoing demands for change and transformation because of technological advances, market forces, and regulatory environment. The aim of this study was to develop and validate a tool to measure health care organizations' capacity to change by building upon previous conceptualizations of absorptive capacity and organizational readiness for change. A multistep process was used to develop the organizational capacity for change survey. The survey was sent to two populations requesting answers to questions about the organization's leadership, culture, and technologies in use throughout the organization. Exploratory and confirmatory factor analyses were conducted to validate the survey as a measurement tool for organizational capacity for change in the health care setting. The resulting organizational capacity for change measurement tool proves to be a valid and reliable method of evaluating a hospital's capacity for change through the measurement of the population's perceptions related to leadership, culture, and organizational technologies. The organizational capacity for change measurement tool can help health care managers and leaders evaluate the capacity of employees, departments, and teams for change before large-scale implementation.

Defining Sustainability in the Business Setting

ERIC Educational Resources Information Center

Bateh, Justin; Heaton, Camille; Arbogast, Gordon W.; Broadbent, Ardell

2013-01-01

Sustainability has become a buzzword in organizational research and ecological science. Much has been said about the role of sustainability for organizational development and markets. Thousands of organizations worldwide have adopted sustainability strategies to boost their productivity and develop a competitive advantage. Yet the concept of…

Organizational Influences on the University Electronic Library.

ERIC Educational Resources Information Center

Davies, Clare

1997-01-01

Reviews the literature on the development of full-text electronic libraries in the academic setting. Organizational factors can have impact on electronic library development and ultimate usability. Topics include strategic management, planning and implementation; system specification and design; document provision; user support and training; and…

Organizational Enhancement. Symposium 30. [AHRD Conference, 2001].

ERIC Educational Resources Information Center

2001

This document contains four papers on organizational enhancement and human resource development (HRD). "Motivation to Improve Work through Learning in Human Resource Development" (Sharon S. Naquin, Elwood F. Holton III) argues that HRD's traditional conceptualization of motivation should be expanded to incorporate motivation to use…

Models of Purposive Human Organization: A Comparative Study

DTIC Science & Technology

1984-02-01

develop techniques for organizational diagnosis with the D-M model, to be followed by intervention by S-T methodology. 2. Introduction 2.1. Background In...relational and object data for Dinnat-Murphree model construction. 2. Develop techniques for organizational diagnosis with the Dinnat-Murphree model

Human Resource Development and Organizational Values

ERIC Educational Resources Information Center

Hassan, Arif

2007-01-01

Purpose: Organizations create mission statements and emphasize core values. Inculcating those values depends on the way employees are treated and nurtured. Therefore, there seems to be a strong relationship between human resource development (HRD) practices and organizational values. The paper aims to empirically examine this relationship.…

Development of innovative architecture of the organizational and economic mechanism for the nature protection management

NASA Astrophysics Data System (ADS)

Mikhailov, V. G.; Kiseleva, T. V.; Karasev, V. A.; Mikhailov, G. S.; Skukin, V. A.

2017-05-01

The problems of the efficient functioning of environmental and economic systems of various levels on the basis of the adequate organizational and economic management mechanism are considered in the article. The purpose of the study is the analysis and development of theoretical provisions for the formation of a modern, innovative organizational and economic mechanism of the nature protection management. The compliance matrix of the innovative elements presented in the structure of the organizational and economic mechanism of the nature protection management is developed. The main result of the study is the improvement of the existing management mechanism to minimize the negative impact on the environment, including through the incentive system, and to improve the financial performance of the economic entity. The practical component of the study conducted can be recommended to municipal, regional and federal authorities, as well as the industrial enterprises, to support the adoption of the effective, environmentally sound management decisions that are consistent with the global concept of sustainable development.

The Correlation Between Justice and Organizational Citizenship Behavior and Organizational Identity Among Nurses

PubMed Central

Azizollah, Arbabisarjou; Hajipour, Reza; Mahdi, Sadeghian Sourki

2014-01-01

“The correlation between justice and organizational citizenship behavior and organizational identity among the nurses”, aimed to correlate different aspects of personal feelings and organizational identity in a population of nurses. The population included all nurses working at hospitals affiliated to administry of health, treatment and medical education in Shahre-Kord (Iran) 2009. A sample consisting of 168 nurses was randomly selected out of the population. The study adopted a descriptive-correlative method. The Organizational Justice Questionnaire (1998), the Organizational Citizenship Questionnaire, and Organizational Identity Questionnaire (1982) were used for gathering data. Data was analyzed through multiple regression analysis. The findings revealed that 4 dimensions of organizational citizenship behavior (altruism, civic virtue, conscientiousness, and self-development) are correlated with organizational identity (R2 = 0.612); and loyalty and obedience are correlated with distributional justice (R2 = 0.71). Also, loyalty, altruism, and obedience are correlated with procedural justice (R2 = 0.69) and loyalty and self-development are correlated with distributional justice (R2 = 0.89). A correlation was also detected between interactional justice and organizational identity (R2 = 0.89). The findings of the study could serve to identify the factors contributing to the creation and recreation of organizational identity, citizenship behavior and justice among nurses, to promote the performance of the organization, and to achieve organizational goals. PMID:25363122

Analysis of the Impact of the U.S. Army Program of Organizational Effectiveness

DTIC Science & Technology

1984-11-01

leaders receive training and assignments that will develop their skills in managing organizational change . The new technologies which are already entering... organizational change . In particular, OECs need guid- ance and training in how to work with leaders to help them develop a strong goal orientation, to accept...schoolhouse and some can be acquired on the job. 2. OE consultants should be trained in how to assist leaders in under- standing and managing

Building Systemwide Improvement Capability: Does an Organization's Strategy for Quality Improvement Matter?

PubMed

Babich, Lauren P; Charns, Martin P; McIntosh, Nathalie; Lerner, Barbara; Burgess, James F; Stolzmann, Kelly L; VanDeusen Lukas, Carol

2016-01-01

Health care organizations have used different strategies to implement quality improvement (QI) programs but with only mixed success in implementing and spreading QI organization-wide. This suggests that certain organizational strategies may be more successful than others in developing an organization's improvement capability. To investigate this, our study examined how the primary focus of grant-funded QI efforts relates to (1) key measures of grant success and (2) organization-level measures of success in QI and organizational learning. Using a mixed-methods design, we conducted one-way analyses of variance to relate Veterans Affairs administrative survey data to data collected as part of a 3.5-year evaluation of 29 health care organization grant recipients. We then analyzed qualitative evidence from the evaluation to explain our results. We found that hospitals that focused on developing organizational infrastructure to support QI implementation compared with those that focused on training or conducting projects rated highest (at α = .05) on all 4 evaluation measures of grant success and all 3 systemwide survey measures of QI and organizational learning success. This study adds to the literature on developing organizational improvement capability and has practical implications for health care leaders. Focusing on either projects or staff training in isolation has limited value. Organizations are more likely to achieve systemwide transformation of improvement capability if their strategy emphasizes developing or strengthening organizational systems, structures, or processes to support direct improvement efforts.

One Team, One Fight, One Organizational Identity...Or Not: The United States Air Force at a Turning Point

DTIC Science & Technology

2014-06-01

determine both the composition and function of groups. While group identities are formed by its members, a natural adjunct to the developed identities are...to a child when overdependencies develop and a top-down or one-way information flow develops in the organization, the resulting framework will likely...of the Air Force identity crisis. Organizational identity theory warns that multiple-identity organizations must be wary of developing an overall

Total Quality and Organization Development. Total Quality Series.

ERIC Educational Resources Information Center

Lindsay, William M.; Petrick, Joseph A.

As the global business environment becomes more turbulent, quality management seems more indispensable. This book offers strategies for integrating the theory and practice of Total Quality Management (TQM) with organizational-development (OD) theory at all organizational levels. Chapter 1 answers the question "Why Total Quality Management and…

Learning to Cope with Change: The Story of an OD Intervention.

ERIC Educational Resources Information Center

McGivern, Chris; Broomhall, Mike

1978-01-01

Describes a change program developed for a small manufacturing firm to enable management to cope with organizational change and development. Intervention methods included data collection, anonymous questionnaires, a confrontation meeting, and introduction of change technologies using the organizational analysis approach. Benefits and problems…

Identification of an Adaptable Computer Program Design for Analyzing a Modular Organizational Assessment Instrument.

DTIC Science & Technology

1981-09-01

ber) Survey-guided development Organizational effectiveness Computer program Organizational diagnosis Management 20. ABSTRACT (Continue an reverse...Army. Doctoral dissertation, Purdue University, December 1977. (DTIC AD-A059-542) Bowers, D. G. Organizational diagnosis : A review and a proposed method...G. E. Compara- tive issues and methods in organizational diagnosis . Ann Arbor MI: Institute for Social Research, University of Michigan, November 1977

Change In(ter)Ventions to Organizational Learning: Bravo to Leaders as Unifying Agents

ERIC Educational Resources Information Center

Yeo, Roland K.

2007-01-01

Purpose: The purpose of this research is to examine the relationship between change interventions and organizational learning. It seeks to identify the process through which team learning is developed, the factors that affect organizational learning and its influences on organizational effectiveness. Design/methodology/approach: Two groups of…

The Level of Desirability of Information Technology Systems and Its Relation with Organizational Commitment

ERIC Educational Resources Information Center

Allammeh, Sayyed Mohsen; Shavaran, Hamidreza; Dabaghi, Azizollah; Arbabisarjou, Azizollah

2011-01-01

Purpose: This paper aims to define Information Technology (IT) desirability and determine IT relationship with organizational commitment. The existence of such a relationship between IT & organizational commitment can guide the organizational leaders to promote and to develop the IT potentials in order to improve the performance of employees,…

Complementary Role of Organizational Learning Capability in New Service Development (NSD) Process

ERIC Educational Resources Information Center

Limpibunterng, Tharinee; Johri, Lalit M.

2009-01-01

Purpose: The purpose of this paper is to investigate the role of organizational learning capability in relation to leadership tasks performed by executives and organizational performance by bridging the concepts of organizational learning and NSD. Design/methodology/approach: The NSD processes of seven telecom service providers in Thailand are…

The Relationship between Perceived Organizational Support and Teachers' Organizational Commitment

ERIC Educational Resources Information Center

Nayir, Funda

2012-01-01

Problem Statement: It can be said that one of the key factors ensuring teachers adaptation to developments is teachers' level of commitment to their schools. In this commitment, the teacher is expected to internalize the organizational objectives. The teacher's perception of organizational support is important for him to internalize the…

Integrating Micro-Macro Organizational Communication Research: Rationale, Issues, and Mechanisms.

ERIC Educational Resources Information Center

Miller, Vernon; And Others

The integration of micro-macro variables is critical to the development of organizational communication as an academic field. Mixed-level analysis is inherent in organizational phenomena, and its neglect perpetuates the gap in and fragmentation of organizational communication theories. Three of the many ways to design mixed-level analyses are…

An Analysis of Corporate Organizational Development Experience and its Implications for the Future of the Army’s Organizational Effectiveness Program

DTIC Science & Technology

1978-06-01

previous exposures to OD/OE of the participants. A significant benefit of the study in the eyes of the participants was the opportunity to learn firsthand of...of management and development. Before going any further, it will be helpful to explore the potential mapping of management theory and the technology...organizational structure and pro- cesses and when called upon for assistance could be -Ixpected to become productive without time lost in learning culture

Organizational determinants of evaluation practice in Australian prevention agencies.

PubMed

Schwarzman, J; Bauman, A; Gabbe, B; Rissel, C; Shilton, T; Smith, B J

2018-06-01

Program evaluation is essential to inform decision making, contribute to the evidence base for strategies, and facilitate learning in health promotion and disease prevention organizations. Theoretical frameworks of organizational learning, and studies of evaluation capacity building describe the organization as central to evaluation capacity. Australian prevention organizations recognize limitations to current evaluation effectiveness and are seeking guidance to build evaluation capacity. This qualitative study identifies organizational facilitators and barriers to evaluation practice, and explores their interactions in Australian prevention organizations. We conducted semi-structured interviews with 40 experienced practitioners from government and non-government organizations. Using thematic analysis, we identified seven key themes that influence evaluation practice: leadership, organizational culture, organizational systems and structures, partnerships, resources, workforce development and training and recruitment and skills mix. We found organizational determinants of evaluation to have multi-level interactions. Leadership and organizational culture influenced organizational systems, resource allocation and support of staff. Partnerships were important to overcome resource deficits, and systems were critical to embed evaluation within the organization. Organizational factors also influenced the opportunities for staff to develop skills and confidence. We argue that investment to improve these factors would allow organizations to address evaluation capacity at multiple levels, and ultimately facilitate effective evaluation practice.

Organizational Contexts and Texts: The Redesign of the Midwest Bell Telephone Bill.

ERIC Educational Resources Information Center

Keller-Cohen, Deborah

1987-01-01

Offers a retrospective view of organizational factors affecting the redesign of the Midwest Bell Telephone Bill. Shows how financial considerations, organizational time frame, and employee training and experience influenced the bill's development process. (MM)

Computer Software Training and HRD: What Are the Critical Issues?

ERIC Educational Resources Information Center

Altemeyer, Brad

2005-01-01

The paper explores critical issues for HRD practice from a parsonian framework across the HRD legs of organizational development, adult learning, and training and development. Insights into the critical issues emerge from this approach. Identifying successful transfer of training to be critical for organizational, group, and individual success.…

Developing Healthy Companies through Human Resources Management. WBGH Worksite Wellness Series.

ERIC Educational Resources Information Center

Rosen, Robert; Freedman, Carol

Four areas--health benefits, occupational safety and health, prevention and wellness, and human resource development--have contributed significantly to enhancing worker health. The "healthy corporation" is both a goal and a comprehensive attitude about organizational life and about the factors the affect organizational health and, ultimately,…

An Integrated Scale for Measuring an Organizational Learning System

ERIC Educational Resources Information Center

Jyothibabu, C.; Farooq, Ayesha; Pradhan, Bibhuti Bhusan

2010-01-01

Purpose: The purpose of this paper is to develop an integrated measurement scale for an organizational learning system by capturing the learning enablers, learning results and performance outcome in an organization. Design/methodology/approach: A new measurement scale was developed by integrating and modifying two existing scales, identified…

Developing Occupational Programs: A Case Study of Four Arkansas Community Colleges

ERIC Educational Resources Information Center

Doyle, Duane Edward

2011-01-01

This study examines how differences in the environmental conditions and organizational factors facing each community college contribute to the development of occupational and technical education programs. This study was driven by one primary research question: What environmental conditions and organizational factors influence the nature of the…

76 FR 45589 - Notice of Submission of Proposed Information Collection to OMB; Evaluation of the Department of...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-07-29

... contribute their technical expertise, organizational capacity, and resources to local community development... the partners and additional funding used to support OUP-funded activities. The telephone interviews..., organizational capacity, and resources to local community development efforts. There has been no prior evaluation...

Organisational Learning in International Joint Ventures: Implications for Management Development.

ERIC Educational Resources Information Center

Berrell, Mike; Gloet, Marianne; Wright, Phil

2002-01-01

Malaysian and Australian managers enrolled in a training program exhibited differences attributed to national culture in their approaches to learning, influences on management behavior, and ways of knowing. National culture had greater influence on management development and organizational learning than did organizational or systems cultures.…

Organizational Politics in Schools: Micro, Macro, and Logics of Action.

ERIC Educational Resources Information Center

Bacharach, Samuel B.; Mundell, Bryan L.

1993-01-01

Develops a framework for analyzing the politics of school organizations, affirming a Weberian perspective as most appropriate. Develops "logic of action" (the implicit relationship between means and goals) as the focal point of organizational politics. Underlines the importance of analyzing interest groups and their strategies. Political…

Examining the Link between Organizational Democracy and Employees' Moral Development

ERIC Educational Resources Information Center

Pircher Verdorfer, Armin; Weber, Wolfgang G.

2016-01-01

While much is understood about the role of the family context and educational experiences for moral development, less attention has been devoted to the occupational context. In this research, we used Kohlberg's approach of moral education as a framework and investigated the relationship between structurally anchored organizational democracy and…

Appreciative Inquiry as an Organizational Development Tool.

ERIC Educational Resources Information Center

Martinetz, Charles F.

2002-01-01

Defines appreciative inquiry as a change model that uses traditional organizational development processes (team building, strategic planning, business process redesign, management audits) in a new way, both as a philosophy and as a process. Emphasizes collaboration, participation of all voices, and changing the organization rather than the people.…

Organizational Context and Capabilities for Integrating Care: A Framework for Improvement.

PubMed

Evans, Jenna M; Grudniewicz, Agnes; Baker, G Ross; Wodchis, Walter P

2016-08-31

Interventions aimed at integrating care have become widespread in healthcare; however, there is significant variability in their success. Differences in organizational contexts and associated capabilities may be responsible for some of this variability. This study develops and validates a conceptual framework of organizational capabilities for integrating care, identifies which of these capabilities may be most important, and explores the mechanisms by which they influence integrated care efforts. The Context and Capabilities for Integrating Care (CCIC) Framework was developed through a literature review, and revised and validated through interviews with leaders and care providers engaged in integrated care networks in Ontario, Canada. Interviews involved open-ended questions and graphic elicitation. Quantitative content analysis was used to summarize the data. The CCIC Framework consists of eighteen organizational factors in three categories: Basic Structures, People and Values, and Key Processes. The three most important capabilities shaping the capacity of organizations to implement integrated care interventions include Leadership Approach, Clinician Engagement and Leadership, and Readiness for Change. The majority of hypothesized relationships among organizational capabilities involved Readiness for Change and Partnering, emphasizing the complexity, interrelatedness and importance of these two factors to integrated care efforts. Organizational leaders can use the framework to determine readiness to integrate care, develop targeted change management strategies, and select appropriate partners with overlapping or complementary profiles on key capabilities. Researchers may use the results to test and refine the proposed framework, with a focus on the hypothesized relationships among organizational capabilities and between organizational capabilities and performance outcomes.

A Dynamic Simulation Model of Organizational Culture and Business Strategy Effects on Performance

NASA Astrophysics Data System (ADS)

Trivellas, Panagiotis; Reklitis, Panagiotis; Konstantopoulos, Nikolaos

2007-12-01

In the past two decades, organizational culture literature has gained tremendous interest for both academic and practitioners. This is based not only on the suggestion that culture is related to performance, but also on the view that it is subject of direct managerial control and manipulation to the desired direction. In the present paper, we adopt Competing Values Framework (CVF) to operationalise organizational culture and Porter's typology to conceptualize business strategy (cost leadership, innovative and marketing differentiation, and focus). Although simulation of social events is a quite difficult task, since there are so many considerations (not all well understood) involved, in the present study we developed a dynamic model to simulate the organizational culture and strategy effects on financial performance. Data obtained from a six-year survey in the banking sector of a European developing economy was used for the proposed dynamic model development.

Exploring nurses' perceptions of organizational factors of collaborative relationships.

PubMed

Smith, Kevin; Lavoie-Tremblay, Melanie; Richer, Marie-Claire; Lanctot, Suzanne

2010-01-01

Collaborative relationships are influenced by the context of the organization in which health professionals work. There is limited knowledge concerning the influence that organizational factors have on this process. A descriptive study design using semistructured interviews was used to explore nurses' perceptions of the organizational factors that influence the development of collaborative relationships in health care teams. Eight nurses from a university-affiliated teaching hospital in Montreal participated in this study. Nurses described a variety of experiences where effective collaboration took place. One common theme emerged from the participants: Being Available for Collaboration. Nurses perceived that 2 particular organizational factors-time and workday scheduling-influenced the development of collaborative relationships. This study supports the need for health care managers to promote and invest in alternative means of communication technology and to structure clinical care environments to help promote the development of collaborative relationships within health care teams.

Building a culture of learning through organizational development: the experiences of the Marin County Health and Human Services Department.

PubMed

Lindberg, Arley; Meredith, Larry

2012-01-01

After determining a need for organizational change informed by changes in workforce demographics, community demographics, the socio-political and economic environment, and constraints on resources, one agency sought to transform its organizational culture into that of a learning organization. An external organizational development consultant was hired to work with agency leadership to identify ways that would help move the agency's culture towards one that was conducive to learning. Specifically, the agency director sought to create a culture where communication is encouraged both vertically and horizontally, frontline level workers are engaged and their voices heard, cross-departmental problem solving is practiced, innovative ideas are supported, and evidence-informed practice regularly implemented. This case study describes the experiences of this agency and the process taken toward engaging an external consultant and moving towards the development of a culture of learning. Copyright © Taylor & Francis Group, LLC

Swiss Armed Forces Organizational Level Leader Development: A Qualitative Case Study

DTIC Science & Technology

2017-06-09

chapter, divided in five distinct parts, describes the chosen research methodology , explain why the qualitative case study is appropriate to conduct...research study uses a qualitative methodology by performing a qualitative case study on the organizational level leader’s development process within...develop an in-depth understsanding of the phenomen.”82 Summary This research study uses a qualitative methodology by performing a case study on the

Emergence of Organizational Change and Organizational Learning through Development of a Communications Plan

ERIC Educational Resources Information Center

Hill, Beverly D.; Ledford, Alice T.

2016-01-01

The purpose of this action research study was to create an organizational communications plan to enhance a Department of Defense (DOD) adult education institution's capability to communicate with its course writers and others internal and external to the organization. It sought to answer the question: how will an organizational communications plan…

Dimensionality of Organizational Commitment in Volunteer Workers: Chamber of Commerce Board Members and Role Fulfillment

ERIC Educational Resources Information Center

Dawley, David D.; Stephens, Robert D.; Stephens, David B.

2005-01-01

This study explores the multi-dimensionality of organizational commitment of volunteer chamber of commerce board members using the Meyer and Allen (1997) scale. The effect of organizational commitment on desirable board member roles is also tested. Theory is developed by uniting past research in both organizational commitment and employee…

Characteristics of health care organizations associated with learning and development: lessons from a pilot study.

PubMed

Nyström, Monica

2009-01-01

Characteristics of health care organizations associated with an ability to learn from experiences and to develop and manage change were explored in this study. Understanding of these characteristics is necessary to identify factors influencing success in learning from the past and achieving future health care quality objectives. A literature review of the quality improvement, strategic organizational development and change management, organizational learning, and microsystems fields identified 20 organizational characteristics, grouped under (a) organizational systems, (b) key actors, and (c) change management processes. Qualitative methods, using interviews, focus group reports, and archival records, were applied to find associations between identified characteristics and 6 Swedish health care units externally evaluated as delivering high-quality care. Strong support for a characteristic was defined as units having more than 4 sources describing the characteristic as an important success factor. Eighteen characteristics had strong support from at least 2 units. The strongest evidence was found for the following: (i) key actors have long-term commitment, provide support, and make sense of ambiguous situations; (ii) organizational systems encourage employee commitment, participation, and involvement; and (iii) change management processes are employed systematically. Based on the results, a new model of "characteristics associated with learning and development in health care organizations" is proposed.

Influence of organizational factors on safety

DOE Office of Scientific and Technical Information (OSTI.GOV)

Haber, S.B.; Metlay, D.S.; Crouch, D.A.

There is a need for a better understanding of exactly how organizational management factors at a nuclear power plant (NPP) affect plant safety performance, either directly or indirectly, and how these factors might be observed, measured, and evaluated. The purpose of this research project is to respond to that need by developing a general methodology for characterizing these organizational and management factors, systematically collecting information on their status and integrating that information into various types of evaluative activities. Research to date has included the development of the Nuclear Organization and Management Analysis Concept (NOMAC) of a NPP, the identification ofmore » key organizational and management factors, and the identification of the methods for systematically measuring and analyzing the influence of these factors on performance. Most recently, two field studies, one at a fossil fuel plant and the other at a NPP, were conducted using the developed methodology. Results are presented from both studies highlighting the acceptability, practicality, and usefulness of the methods used to assess the influence of various organizational and management factors including culture, communication, decision-making, standardization, and oversight. 6 refs., 3 figs., 1 tab.« less

A propitious moment in the midst of crisis: a case study of organizational change in an academic department.

PubMed

Buckley, Peter F; Grigsby, R Kevin

2011-01-01

The authors analyze the change, growth, and healing process of the Department of Psychiatry and Health Behavior at the Medical College of Georgia School of Medicine, which came close to its demise when the department Chair and a senior faculty member were arrested and charged with criminal misconduct related to financial transactions in the department. The authors draw from the literature on leadership, organizational development, and culture change. The department experienced a complex, often exhausting process of organizational change, leading to documented improvement in departmental performance. The transformation of the department exemplifies many broad organizational principles of leadership and strategic development. Copyright © 2011 Academic Psychiatry

The Trauma Center Organizational Culture Survey: development and conduction.

PubMed

Davis, Matthew L; Wehbe-Janek, Hania; Subacius, Haris; Pinto, Ruxandra; Nathens, Avery B

2015-01-01

The Trauma Center Organizational Culture Survey (TRACCS) instrument was developed to assess organizational culture of trauma centers enrolled in the American College of Surgeons Trauma Quality Program (ACS TQIP). The objective is to provide evidence on the psychometric properties of the factors of TRACCS and describe the current organizational culture of TQIP-enrolled trauma centers. A cross-sectional study was conducted by surveying a sampling of employees at 174 TQIP-enrolled trauma centers. Data collection was preceded by multistep survey development. Psychometric properties were assessed by an exploratory factor analysis (construct validity) and the item-total correlations and Cronbach alpha were calculated (internal reliability). Statistical outcomes of the survey responses were measured by descriptive statistics and mixed effect models. The response rate for trauma center participation in the study was 78.7% (n = 137). The factor analysis resulted in 16 items clustered into three factors as described: opportunity, pride, and diversity, trauma center leadership, and employee respect and recognition. TRACCS was found to be highly reliable with a Cronbach alpha of 0.90 in addition to the three factors (0.91, 0.90, and 0.85). Considerable variability of TRACCS overall and factor score among hospitals was measured, with the largest interhospital deviations among trauma center leadership. More than 80% of the variability in the responses occurred within rather than between hospitals. TRACCS was developed as a reliable tool for measuring trauma center organizational culture. Relationships between TQIP outcomes and measured organizational culture are under investigation. Trauma centers could apply TRACCS to better understand current organizational culture and how change tools can impact culture and subsequent patient and process outcomes. Copyright © 2015 Elsevier Inc. All rights reserved.

[Scale of organizational learning in schools. Organizational learning is a key element for the development of organizations].

PubMed

López, Verónica; Ahumada, Luis; Olivares, Rodrigo; González, Alvaro

2012-05-01

Organizational learning is a key element for the development of organizations. School organizations are not exempt from this challenge and they currently face a highly dynamic and demanding context of education policies that emphasize the school's ability to learn. Thus, research on organizational learning in educational contexts requires valid instruments that are sensitive to the specifics of schools as organizations. In this study, we adapted and validated a scale of organizational learning in a sample of 119 Chilean municipal schools (N= 1,545). The results suggest a structural model made up of three factors: culture of learning, strategic clarity, and group learning. These factors predicted dimensions of educational achievement, as measured through the National Assessment System of Educational Achievement (SNED). Results are discussed in view of the literature on school improvement.

Managing Organizational Culture.

ERIC Educational Resources Information Center

Malinconico, S. Michael

1984-01-01

Explains concept of organizational culture (includes systems of values and attitudes shared by organization's members, ways they have developed for handling problems, forms of acceptable solutions), and discusses OCLC, AT&T, and the University of California at Berkeley as examples of managing cultures and organizational change. Twenty-six…

Organizational Learning: A Review of the Literature with Implications for HRD Professionals.

ERIC Educational Resources Information Center

Dixon, Nancy M.

1992-01-01

A model of organizational learning includes information acquisition, information distribution/interpretation, meaning making, organizational memory, and information retrieval. Human resource development professionals have techniques for increasing competence in individuals, but they must also do so for organizations. (SK)

Organizational Learning through Transformational Leadership

ERIC Educational Resources Information Center

Imran, Muhammad Kashif; Ilyas, Muhammad; Aslam, Usman; Ubaid-Ur-Rahman

2016-01-01

Purpose: The transformation of firms from resource-based-view to knowledge-based-view has extended the importance of organizational learning. Thus, this study aims to develop an organizational learning model through transformational leadership with indirect effect of knowledge management process capability and interactive role of…

The Relationship between Career Growth and Organizational Commitment

ERIC Educational Resources Information Center

Weng, Qingxiong; McElroy, James C.; Morrow, Paula C.; Liu, Rongzhi

2010-01-01

This research examines the relationship between employees' career growth and organizational commitment. Career growth was conceptualized by four factors: career goal progress, professional ability development, promotion speed and remuneration growth, while organizational commitment was conceptualized using Meyer and Allen's (1997) three component…

Organizational Learning to Implementation: Development of Post-Secondary Online Degree Programs

ERIC Educational Resources Information Center

Davis, Kirk Alan

2011-01-01

The purpose of this study was to analyze organizational learning and the facilitating factors and critical elements for development of post-secondary distance education and online degree programs at three universities in Hawaii: University of Hawaii at Hilo (public), Hawaii Pacific University and Chaminade University (both private). The researcher…

Child Welfare Design Teams: An Intervention to Improve Workforce Retention and Facilitate Organizational Development

ERIC Educational Resources Information Center

Caringi, James C.; Lawson, Hal A.; Strolin-Goltzman, Jessica; McCarthy, Mary; Briar-Lawson, Katharine; Claiborne, Nancy

2008-01-01

Workforce turnover in public child welfare is a national problem. Individual, supervisory, and organizational factors, individually and in combination, account for some of the turnover. Complex, comprehensive interventions are needed to address these several factors and their interactions. A research and development team is field testing one such…

Adult and Organizational Learning and Policy Development in Environments of Gray

ERIC Educational Resources Information Center

Fair-Szofran, Nancy C.

2010-01-01

Adult and Organizational Learning and Policy Development in Environments of Gray The purpose of this study was to describe, analyze and provide an understanding of the values that influence state legislators' decision-making as it relates to appropriations, tuition and fees, and financial aid for public postsecondary education in Idaho. The study…

Development of Measures of Organizational Leadership for Health Promotion

ERIC Educational Resources Information Center

Barrett, Linda; Plotnikoff, Ronald C.; Raine, Kim; Anderson, Donna

2005-01-01

This study describes the development and psychometric evaluation of four scales measuring leadership for health promotion at an organizational level in the baseline survey (n = 144) of the Alberta Heart Health Project. Content validity was established through a series of focus groups and expert opinion appraisals, pilot testing of a draft based on…

Organizations and Local Development: Economic and Demographic Growth among Southern Counties during Reconstruction

ERIC Educational Resources Information Center

Ruef, Martin; Patterson, Kelly

2009-01-01

Under conditions of uncertainty, we predict that development will be tied to the idiosyncrasy of organizational forms represented within local regions. Our investigation applies this theory to data on 342 counties and 43,352 businesses in the U.S. South during Reconstruction, finding support for the thesis that organizational idiosyncrasy…

Development of Assessment Tools To Measure Organizational Support for Employee Health.

ERIC Educational Resources Information Center

Golaszewski, Thomas; Barr, Donald; Pronk, Nico

2003-01-01

Describes one working group's attempts to develop and utilize assessment tools for measuring and changing organizational support for employee health. Originally designed as part of a heart health related intervention, the system has evolved into a managed care evaluation and major chronic disease inventory. Findings indicate the potential of…

Employability as a New Mission? Organizational Changes in Chinese Vocational Colleges

ERIC Educational Resources Information Center

Yang, Po; Lin, Xiao Ying

2014-01-01

The purpose of this study is to analyze the recent development of Chinese vocational colleges from two perspectives: the adoption of employability as a new institutional mission and organizational changes in six areas. The analysis is based on a multiple-case study. The analytical frameworks are developed from sociological theory and…

From Game Protection to Wildlife Management: Frame Shifts, Organizational Development, and Field Practices

ERIC Educational Resources Information Center

Brulle, Robert J.; Benford, Robert D.

2012-01-01

One enduring question in social movements research is the relationship between cultural representations and organizational structure. In this article, we examine the development of different discursive frames over time, and how such frame shifts affect movement structure and practices. This approach seeks to illuminate the dialectical interplay…

The Journey of Organizational Unlearning: A Conversation with William H. Starbuck

ERIC Educational Resources Information Center

Nguyen, Nhien

2017-01-01

Purpose: This paper aims to provide an overview of the concept "organizational unlearning" and its development since it was first introduced to the management literature and presents a useful perspective that can help to advance the conceptual development of this topic. Design/methodology/approach: Through a conversation with celebrated…

The Organizational Context of Research-Minded Practitioners: Challenges and Opportunities

ERIC Educational Resources Information Center

McBeath, Bowen; Austin, Michael J.

2015-01-01

If some practitioners are more research minded than others, then promising approaches for bridging the research to practice gap may be developed by describing research-minded practitioners and examining how to locate and support them. This article follows this basic logic in providing an overview of organizational development and practitioner…

An Account of Studies of Organizational Development in Schools.

ERIC Educational Resources Information Center

Runkel, Philip J.; Schmuck, Richard A.

Most organizational development (OD) projects in schools are never reported in the literature. This paper discusses benefits, outcomes, and success factors disclosed by the first large-scale quantitative survey of OD in schoools conducted by Fullan, Miles, and Taylor in 1978. The paper also explores other relevant studies published through early…

Planning Teacher Professional Development: The Struggles and Successes of an Inter-Organizational Collaboration

ERIC Educational Resources Information Center

Frost, Janet Hart; Akmal, Tariq T.; Kingrey, Joan U.

2010-01-01

Inter-organizational collaboration is often seen as a means of increasing the potential for bringing about outcomes that none of the organizations could achieve alone. For example, funding agencies that provide grants for teacher professional development often encourage or require collaboration between institutions of higher education and schools.…

Organizational Change in the Harvard College Library: A Continued Struggle for Redefinition and Renewal.

ERIC Educational Resources Information Center

Lee, Susan

1993-01-01

Chronicles the process of change begun at the Harvard College Library in 1990. Key factors are analyzed, including support from the University Library, Association of Research Libraries, and Council on Library Resources; strong leadership; organizational development; composition of task forces; time frame; concurrent changes; and development of a…

HRD Interventions, Employee Competencies and Organizational Effectiveness: An Empirical Study

ERIC Educational Resources Information Center

Potnuru, Rama Krishna Gupta; Sahoo, Chandan Kumar

2016-01-01

Purpose: The purpose of the study is to examine the impact of human resource development (HRD) interventions on organizational effectiveness by means of employee competencies which are built by some of the selected HRD interventions. Design/methodology/approach: An integrated research model has been developed by combining the principal factors…

A Learning Opportunity for Staff: Simulating an IT Department Review

ERIC Educational Resources Information Center

Sipher, Justin; Spencer, Gene

2007-01-01

Skidmore College CTO Justin Sipher wanted to develop a staff professional development activity that would focus on the general issue of organizational effectiveness. He contacted Gene Spencer, whom he had met at the 2001 Frye Institute, for help. Sipher and Spencer agreed that the theme of organizational effectiveness could be explored in a…

Workshop Organization and Management in Adult Education. Case Study of the MOBRAL System.

ERIC Educational Resources Information Center

da Costa, Lamartine Pereira

This case study of the organizational structure of the Brazilian Literacy Movement (MOBRAL) describes the various organizational changes made as the mediating agency attempted to develop a large-scale national program within the existing social structure. Steps in the organization's development are traced from: (1) Beginnings in 1970 under the…

Client and family engagement in rehabilitation research: a framework for health care organizations.

PubMed

Anderson, James; Williams, Laura; Karmali, Amir; Beesley, Lori; Tanel, Nadia; Doyle-Thomas, Krissy; Sheps, Gideon; Chau, Tom

2018-04-01

To describe the development and implementation of an organizational framework for client and family-centered research. Case report. While patient-centered care is now well established, patient-centered research remains underdeveloped. This is particularly true at the organizational level (e.g., hospital based research institutes). In this paper we describe the development of an organizational framework for client and family centered research at Holland Bloorview Kids Rehabilitation Hospital in Toronto, Canada. It is our hope that, by sharing our framework other research institutions can learn from our experience and develop their own research patient/client/family engagement programs. Implications for rehabilitation Family engagement in rehabilitation research •Rehabilitation research is crucial to the development and improvement of rehabilitative care. •The relevance, appropriateness, and accountability of research to patients, clients and families could be improved. •Engaging clients and families as partners in all aspects of the research process is one way to address this problem. •In this paper, we describe a framework for engaging clients and families in research at the organizational level.

Creating a foundation for a synergistic approach to program management

NASA Technical Reports Server (NTRS)

Knoll, Karyn T.

1992-01-01

In order to accelerate the movement of humans into space within reasonable budgetary constraints, NASA must develop an organizational structure that will allow the agency to efficiently use all the resources it has available for the development of any program the nation decides to undertake. This work considers the entire set of tasks involved in the successful development of any program. Areas that hold the greatest promise of accelerating programmatic development and/or increasing the efficiency of the use of available resources by being dealt with in a centralized manner rather than being handled by each program individually are identified. Using this information, an agency organizational structure is developed that will allow NASA to promote interprogram synergisms. In order for NASA to efficiently manage its programs in a manner that will allow programs to benefit from one another and thereby accelerate the movement of humans into space, several steps must be taken. First, NASA must develop an organizational structure that will allow potential interprogram synergisms to be identified and promoted. Key features of the organizational structure are recommended in this paper. Second, NASA must begin to develop the requirements for a program in a manner that will promote overall space program goals rather than achieving only the goals that apply to the program for which the requirements are being developed. Finally, NASA must consider organizing the agency around the functions required to support NASA's goals and objectives rather than around geographic locations.

Organizational and market factors associated with leadership development programs in hospitals: a national study.

PubMed

Kim, Tae Hyun; Thompson, Jon M

2012-01-01

Effective leadership in hospitals is widely recognized as the key to organizational performance. Clinical, financial, and operational performance is increasingly being linked to the leadership practices of hospital managers. Moreover, effective leadership has been described as a means to achieve competitive advantage. Recent environmental forces, including reimbursement changes and increased competition, have prompted many hospitals to focus on building leadership competencies to successfully address these challenges. Using the resource dependence theory as our conceptual framework, we present results from a national study of hospitals examining the association of organizational and market factors with the provision of leadership development program activities, including the presence of a leadership development program, a diversity plan, a program for succession planning, and career development resources. The data are taken from the American Hospital Association's (AHA) 2008 Survey of Hospitals, the Area Resource File, and the Centers for Medicare & Medicaid Services. The results of multilevel logistic regressions of each leadership development program activity on organizational and market factors indicate that hospital size, system and network affiliation, and accreditation are significantly and positively associated with all leadership development program activities. The market factors significantly associated with all leadership development activities include a positive odds ratio for metropolitan statistical area location and a negative odds ratio for the percentage of the hospital's service area population that is female and minority. For-profit hospitals are less likely to provide leadership development program activities. Additional findings are presented, and the implications for hospital management are discussed.

Developing a clinical information system: the role of the chief information officer.

PubMed

Glaser, J

1994-11-01

Chief information officers (CIOs) must play a pivotal role in the formation and implementation of a clinical information system, the subset of an organizational information system that deals specifically with support of clinical care activities. Major elements include the applications software, technology and data architecture, databases, and analysis. The organizational structures and processes that manage the development of improvement activities, including the clinical information system itself, are just as vital to the design of an information system as the hardware and software. To develop, sustain, and advance an information infrastructure, the CIO must help establish certain organizational precursors, such as medical staff involvement, experience with quality improvement, and ability to meet data needs. The CIO must then work with the senior administrative and medical leadership in developing a vision for the information system. The CIO must also create new roles and knowledge for information system and medical staff members. Interaction between information services and medical staff is vitally important to the success of a clinical information system. Organizational committees and structures that Brigham and Women's Hospital in Boston put in place to formalize the relationship between information systems and medical staff include the Clinical Initiative Development Program and the Center for Applied Medical Information Systems Research. Improving the clinical management of care and the efficacy of care processes involves complex changes in organizational culture and processes, medical practice and information system applications, technologies, staff, and data.

Organizational Factors' Effects on the Success of E-Learning Systems and Organizational Benefits: An Empirical Study in Taiwan

ERIC Educational Resources Information Center

Liu, Ying Chieh; Huang, Yu-An; Lin, Chad

2012-01-01

E-learning development for enterprises is still in its infancy in that scholars are still working on identifying the critical success factors for e-learning in organizational contexts. This study presents a framework considering how organizational factors affect the quality and service of e-learning systems and how these factors influence…

Contemporary trends in improvement of organizational-economic mechanism of environmental management

NASA Astrophysics Data System (ADS)

Kiseleva, T. V.; Mikhailov, V. G.; Mikhailov, G. S.

2017-09-01

The article deals with the effective functioning of ecological and economic systems of various levels on the basis of an adequate organizational and economic management mechanism. The compliance matrix of the presented innovative elements in the structure of organizational and economic mechanism of environmental management is developed. The practical component of the conducted study can be recommended to municipal, regional and federal authorities, as well as industrial enterprises, to support effective, environmentally reasonable management decisions that are consistent with the global concept of sustainable development.

Organizational Context and Capabilities for Integrating Care: A Framework for Improvement

PubMed Central

Grudniewicz, Agnes; Baker, G. Ross; Wodchis, Walter P.

2016-01-01

Background: Interventions aimed at integrating care have become widespread in healthcare; however, there is significant variability in their success. Differences in organizational contexts and associated capabilities may be responsible for some of this variability. Purpose: This study develops and validates a conceptual framework of organizational capabilities for integrating care, identifies which of these capabilities may be most important, and explores the mechanisms by which they influence integrated care efforts. Methods: The Context and Capabilities for Integrating Care (CCIC) Framework was developed through a literature review, and revised and validated through interviews with leaders and care providers engaged in integrated care networks in Ontario, Canada. Interviews involved open-ended questions and graphic elicitation. Quantitative content analysis was used to summarize the data. Results: The CCIC Framework consists of eighteen organizational factors in three categories: Basic Structures, People and Values, and Key Processes. The three most important capabilities shaping the capacity of organizations to implement integrated care interventions include Leadership Approach, Clinician Engagement and Leadership, and Readiness for Change. The majority of hypothesized relationships among organizational capabilities involved Readiness for Change and Partnering, emphasizing the complexity, interrelatedness and importance of these two factors to integrated care efforts. Conclusions: Organizational leaders can use the framework to determine readiness to integrate care, develop targeted change management strategies, and select appropriate partners with overlapping or complementary profiles on key capabilities. Researchers may use the results to test and refine the proposed framework, with a focus on the hypothesized relationships among organizational capabilities and between organizational capabilities and performance outcomes. PMID:28413366

Empowerment, Coercive Persuasion and Organizational Learning: Do They Connect?

ERIC Educational Resources Information Center

Schein, Edgar H.

1999-01-01

Individual learning in organizations can be de facto coercive persuasion when organizational learning and culture change require that learners develop appropriate attitudes and thinking. If the goal of organizational learning--innovative organizations--is accepted, moral choices that restrict individual freedom must be made. (SK)

Organizational Science

ERIC Educational Resources Information Center

Beriwal, Madhu; Clegg, Stewart; Collopy, Fred; McDaniel, Reuben, Jr.; Morgan, Gareth; Sutcliffe, Kathleen; Kaufman, Roger; Marker, Anthony; Selwyn, Neil

2013-01-01

Scholars representing the field of organizational science, broadly defined as including many fields--organizational behavior and development, management, workplace performance, and so on--were asked to identify what they considered to be the most exciting and imaginative work currently being done in their field, as well as how that work might…

Defining and assessing organizational culture.

PubMed

Bellot, Jennifer

2011-01-01

Using theories from several disciplines, the concept of organizational culture remains controversial. Conflicting definitions, lack of semantic clarity, and debate over the most appropriate methods for assessing organizational culture have led to disagreement over the value and validity of such inquiry. This paper reviews development of the concept of organizational culture and methods for assessing organizational culture, focusing on the healthcare environment. Most work on organizational culture concerns the traditional corporation. Therefore, some adaptation to the central goals and focus of a human services organization are necessary before application to healthcare settings. © 2011 Wiley Periodicals, Inc.

Organizational Development for Thornlea; A Communication Package and Some Results

ERIC Educational Resources Information Center

Croft, John C.

1970-01-01

This case study discusses assumptions and objectives of organizational development (OD) in general, some background of a school which recently participated in a very brief taste of OD, some essential features of the package itself and some results, and some implications. Comments follow by Gilbert D. Moore, State University of New York, Buffalo,…

Marginal Matters: Exploring the Advancement of LGBTQ-Friendly Changes at a Catholic College in the United States

ERIC Educational Resources Information Center

Jacobson, Seth A.

2017-01-01

Extant scholarship and theory tends to overlook and mis-theorize the role that marginal actors play in organizational change and development. Therefore, this study employed and centered a multidimensional concept of marginality in an in-depth exploration of a specific organizational change and development context: a Roman Catholic College…

Using a Virtual Manipulative Environment to Support Students' Organizational Structuring of Volume Units

ERIC Educational Resources Information Center

O'Dell, Jenna R.; Barrett, Jeffrey E.; Cullen, Craig J.; Rupnow, Theodore J.; Clements, Douglas H.; Sarama, Julie; Rutherford, George; Beck, Pamela S.

2017-01-01

In this study, we investigated how Grade 3 and 4 students' organizational structure for volume units develops through repeated experiences with a virtual manipulative for building prisms. Our data consist of taped clinical interviews within a micro-genetic experiment. We report on student strategy development using a virtual manipulative for…

[The economic culture of medical institution as the factor of innovative development].

PubMed

Poliakov, B A; Kizeev, M V; Mushnikov, D L

2010-01-01

The article presents the results of study of economic culture of sanatorium type medical institution based on the analysis of its components sorted out with specially developed procedures. The medical organizational pattern of enhancing the economic culture of sanatorium type medical institution was proposed. It's effectiveness was checked in the medical organizational experiment.

Essential Organizational Supports for Early Education: The Development of a New Survey Tool to Measure Organizational Conditions. Survey Development Brief

ERIC Educational Resources Information Center

Ehrlich, Stacy B.; Pacchiano, Debra M.; Stein, Amanda G.; Luppescu, Stuart

2016-01-01

Decades of research evidence indicate that high-quality early education can positively affect the learning trajectories of disadvantaged young children. However, despite significant investments to improve what happens in the classroom, publicly funded pre-kindergarten programs continue to display instructional quality that is too weak to prepare…

Leadership Development for Organizational Change in a "New" UK University

ERIC Educational Resources Information Center

Turnbull, Sharon; Edwards, Gareth

2005-01-01

This paper reports on the findings of a case study of an Organizational Development (OD) intervention within a new university in the UK. Previous research into the leadership of higher education has highlighted a number of apparently inevitable tensions. The findings of the case study uncovered a number of complex and interrelated tensions. The…

Organizational Development: The Role of Communication in Diagnosis, Change, and Evaluation.

ERIC Educational Resources Information Center

Hain, Tony; Tubbs, Stewart L.

Three key considerations (What is organizational development (OD)? Why do organizations undertake OD efforts? What are the critical phases (and their pitfalls) that make up the OD effort?) are discussed in this paper. The sections include: "What is OD," which presents three definitions of OD and the goals of OD as identified by Bennis; "Why Do…

The Reciprocal Influence of Organizational Culture and Training and Development Programs: Building the Case for a Culture Analysis within Program Planning

ERIC Educational Resources Information Center

Kissack, Heather C.; Callahan, Jamie L.

2010-01-01

Purpose: The purpose of this paper is to demonstrate that training designers can, and should, account for organizational culture during training needs assessments. Design/methodology/approach: Utilizing the approach and arguments in Giddens' structuration theory, the paper conceptually applies these tenets to training and development programs…

The Rudder and the Sail: Assessment for Staff, Program, and Organizational Development.

ERIC Educational Resources Information Center

Ratcliff, James L.

1999-01-01

States that comprehensive, systematic plans to assess student learning can be both the rudder guiding and the sail driving change in staff, program, and organizational development. Explores the nature of assessment and how it can and does serve such roles, driving change in the college or adapting to emerging community needs. Contains 27…

Exploring the Sociodemographic, Organizational and Other Correlates Affecting the Promotion of Cultural and Linguistic Competence: Implications for Mental Health Disparities

ERIC Educational Resources Information Center

Francis, Karen Belinda

2012-01-01

Background: Cultural and linguistic competence is widely viewed as a strategy for addressing disparities in health and mental health care. Organizational activities towards the integration and implementation of cultural and linguistic competence span the gamut to include training, workforce development, policy development and standards that inform…

Administrative skills for academic physicians.

PubMed

Aluise, J J; Scmitz, C C; Bland, C J; McArtor, R E

1989-01-01

To function effectively within the multifaceted environment of the academic medical center, academic physicians need to heighten their understanding of the economics of the health care system, and further develop their leadership and managerial skills. A literature base on organizational development and management education now exists that addresses the unique nature of the professional organization, including academic medical centers. This article describes an administration development curriculum for academic physicians. Competency statements, instructional strategies and references provide the academic physician with guidelines for expanding their professional expertise to include organizational and management skills. The continuing success of the academic medical center as a responsive health care system may depend upon the degree to which academic physicians gain sophistication in self-management and organizational administration.

Measuring occupational stress: development of the pressure management indicator.

PubMed

Williams, S; Cooper, C L

1998-10-01

The study of occupational stress is hindered by the lack of compact and comprehensive standardized measurement tools. The Pressure Management Indicator (PMI) is a 120-item self-report questionnaire developed from the Occupational Stress Indicator (OSI). The PMI is more reliable, more comprehensive, and shorter than the OSI. It provides an integrated measure of the major dimensions of occupational stress. The outcome scales measure job satisfaction, organizational satisfaction, organizational security, organizational commitment, anxiety--depression, resilience, worry, physical symptoms, and exhaustion. The stressor scales cover pressure from workload, relationships, career development, managerial responsibility, personal responsibility, home demands, and daily hassles. The moderator variables measure drive, impatience, control, decision latitude, and the coping strategies of problem focus, life work balance, and social support.

Positive Organizational Behavior: A Buffer for Bad News

ERIC Educational Resources Information Center

French, Sandra L.; Holden, Tracey Quigley

2012-01-01

Most communication research on bad news messages focuses on crisis communication, where attention is often limited to image repair strategies. The authors argue that a key indicator of an organization's effectiveness in communicating "bad news" messages is its organizational culture. Developing an organizational culture that values positive…

The Influence of Organizational Image on Academic Success for International Students

ERIC Educational Resources Information Center

Küçüksüleymanoglu, Rüyam

2017-01-01

Image as a concept that develops through personal, environmental, cultural, and organizational factors throughout history. Organizational image is the overall evaluation of people's views regarding an organization or system. The purpose of present study was to determine the relationship between international university students' academic…

Improving Organizational Learning through Leadership Training

ERIC Educational Resources Information Center

Hasson, Henna; von Thiele Schwarz, Ulrica; Holmstrom, Stefan; Karanika-Murray, Maria; Tafvelin, Susanne

2016-01-01

Purpose: This paper aims to evaluate whether training of managers at workplaces can improve organizational learning. Managers play a crucial role in providing opportunities to employees for learning. Although scholars have called for intervention research on the effects of leadership development on organizational learning, no such research is…

Strategic HRD Practices as Key Factors in Organizational Learning

ERIC Educational Resources Information Center

Tseng, Chien-Chi; McLean, Gary N.

2007-01-01

Relationships between strategic HRD practices and organizational learning were explored through a literature review. Organizations that learn and develop their SHRD practices have more opportunities to obtain and integrate the nine SHRD outcomes in the learning process: organizational missions and goals, top management leadership, environmental…

University-Community-Hospice Partnership to Address Organizational Barriers to Cultural Competence.

PubMed

Reese, Dona J; Buila, Sarah; Cox, Sarah; Davis, Jessica; Olsen, Meaghan; Jurkowski, Elaine

2017-02-01

Research documents a lack of access to, utilization of, and satisfaction with hospice care for African Americans. Models for culturally competent hospice services have been developed but are not in general use. Major organizational barriers include (1) lack of funding/budgeting for additional staff for community outreach, (2) lack of applications from culturally diverse professionals, (3) lack of funding/budgeting for additional staff for development of culturally competent services, (4) lack of knowledge about diverse cultures, and (5) lack of awareness of which cultural groups are not being served. A participatory action research project addressed these organizational barriers through a multicultural social work student field placement in 1 rural hospice. The effectiveness of the student interventions was evaluated, including addressing organizational barriers, cultural competence training of staff, and community outreach. Results indicated that students can provide a valuable service in addressing organizational barriers through a hospice field placement.

Organizational change for services integration in public human service organizations: experiences in seven counties.

PubMed

Packard, Thomas; Patti, Rino; Daly, Donna; Tucker-Tatlow, Jennifer

2012-01-01

This is a study of organizational change strategies employed in seven county human service agencies to improve the coordination of services through the structural integration of previously free standing organizations or the development of voluntary interagency collaborative service delivery systems. The central question involves the identification of organizational change tactics which contributed to the success of the organizational change initiatives. The literature on organizational change is reviewed, with particular attention to a framework developed by Fernandez and Rainey based on their extensive review and synthesis of the research on successful change strategies in the public and business sectors. Qualitative and quantitative data were gathered from over 250 individuals and from agency documents. Findings are compared with the success factors identified by Fernandez and Rainey, and refinements to their propositions are suggested. More precise methods for measuring successful and unsuccessful change initiatives are suggested. Implications for practice and research are presented.

Organizational member involvement in physical activity coalitions across the United States: development and testing of a novel survey instrument for assessing coalition functioning.

PubMed

Bornstein, Daniel B; Pate, Russell R; Beets, Michael W; Saunders, Ruth P; Blair, Steven N

2015-06-01

Coalitions are often composed of member organizations. Member involvement is thought to be associated with coalition success. No instrument currently exists for evaluating organizational member involvement in physical activity coalitions. This study aimed to develop a survey instrument for evaluating organizational member involvement in physical activity coalitions. The study was carried out in three phases: (a) developing a draft survey, (b) assessing the content validity of the draft survey, and (c) assessing the underlying factor structure, reliability, and validity of the survey. A cross-sectional design was employed. In Phase 1, a team of experts in survey development produced a draft survey. In Phase 2, the content validity of the draft survey was evaluated by a panel of individuals with expertise in physical activity coalitions. In Phase 3, the survey was administered to 120 individuals on local-, state-, and national-level physical activity coalitions. Responses were subjected to an exploratory factor analysis in order to determine the survey's underlying factor structure, reliability, and validity. Phases 1 and 2yielded a survey instrument with demonstrated content validity. Phase 3 yielded a three-factor model with three subscales: Strategic Alignment, Organizational Alignment, and Providing Input. Each subscale demonstrated high internal consistency reliability and construct validity. The survey instrument developed here demonstrated sound psychometric properties and provides new insight into organizational member involvement in physical activity coalitions. This instrument may be an important tool in developing a more complete picture of coalition functioning in physical activity coalitions specifically and health-based coalitions overall. © 2014 Society for Public Health Education.

Perceived Need for Change: A Test of Individual Emotion and Contextual Influences

DTIC Science & Technology

2009-03-01

to be a determinant for organizational trust (Stinglamber, De Cremer , & Mercken, 2006). The organizational trust research concurs with the findings...source of the feedback must be credible (Kinicki et al., 2004). In the present study, the organizational leadership argued that the changes needed to...W. H., & Hede, A. (2001). Resistance to organizational change: The role of cognitive and affective processes. Leadership & Organization Development

From Symbols, Stories and Social Artifacts to Social Architecture and Agency: The Discourse of Learning and the Decline of "Organizational Culture" in the "New Work Order."

ERIC Educational Resources Information Center

Siegel, Irwin H.

The concept of organizational culture has been central to the development of concepts, such as the learning organization and organizational learning, which are important within the field of adult education. However, the functionalist models of organizational culture, which have often relied on ethnographic and/or anecdotal studies of organizations…

The influence of partnership centrality on organizational perceptions of support: a case study of the AHLN structure.

PubMed

Moore, Spencer; Smith, Cynthia; Simpson, Tammy; Minke, Sharlene Wolbeck

2006-10-31

Knowledge of the structure and character of inter-organizational relationships found among health promotion organizations is a prerequisite for the development of evidence-based network-level intervention activities. The Alberta Healthy Living Network (AHLN) mapped the inter-organizational structure of its members to examine the effects of the network environment on organizational-level perceptions. This exploratory analysis examines whether network structure, specifically partnership ties among AHLN members, influences organizational perceptions of support after controlling for organizational-level attributes. Organizational surveys were conducted with representatives from AHLN organizations as of February 2004 (n = 54). Organizational attribute and inter-organizational data on various network dimensions were collected. Organizations were classified into traditional and non-traditional categories. We examined the partnership network dimension. In- and out-degree centrality scores on partnership ties were calculated for each organization and tested against organizational perceptions of available financial support. Non-traditional organizations are more likely to view financial support as more readily available for their HEALTR programs and activities than traditional organizations (1.57, 95% CI: .34, 2.79). After controlling for organizational characteristics, organizations that have been frequently identified by other organizations as valuable partners in the AHLN network were found significantly more likely to perceive a higher sense of funding availability (In-degree partnership value) (.03, 95% CI: .01, .05). Organizational perceptions of a supportive environment are framed not only by organizational characteristics but also by an organization's position in an inter-organizational network. Network contexts can influence the way that organizations perceive their environment and potentially the actions that organizations may take in light of such perceptions. By developing evidence-based understandings on the influence of network contexts, the AHLN can better target the particularities of its specific health promotion network.

The influence of partnership centrality on organizational perceptions of support: a case study of the AHLN structure

PubMed Central

Moore, Spencer; Smith, Cynthia; Simpson, Tammy; Minke, Sharlene Wolbeck

2006-01-01

Background Knowledge of the structure and character of inter-organizational relationships found among health promotion organizations is a prerequisite for the development of evidence-based network-level intervention activities. The Alberta Healthy Living Network (AHLN) mapped the inter-organizational structure of its members to examine the effects of the network environment on organizational-level perceptions. This exploratory analysis examines whether network structure, specifically partnership ties among AHLN members, influences organizational perceptions of support after controlling for organizational-level attributes. Methods Organizational surveys were conducted with representatives from AHLN organizations as of February 2004 (n = 54). Organizational attribute and inter-organizational data on various network dimensions were collected. Organizations were classified into traditional and non-traditional categories. We examined the partnership network dimension. In- and out-degree centrality scores on partnership ties were calculated for each organization and tested against organizational perceptions of available financial support. Results Non-traditional organizations are more likely to view financial support as more readily available for their HEALTR programs and activities than traditional organizations (1.57, 95% CI: .34, 2.79). After controlling for organizational characteristics, organizations that have been frequently identified by other organizations as valuable partners in the AHLN network were found significantly more likely to perceive a higher sense of funding availability (In-degree partnership value) (.03, 95% CI: .01, .05). Conclusion Organizational perceptions of a supportive environment are framed not only by organizational characteristics but also by an organization's position in an inter-organizational network. Network contexts can influence the way that organizations perceive their environment and potentially the actions that organizations may take in light of such perceptions. By developing evidence-based understandings on the influence of network contexts, the AHLN can better target the particularities of its specific health promotion network. PMID:17076906

Creating Environments to Support Breastfeeding: The Challenges and Facilitators of Policy Development in Hospitals, Clinics, Early Care and Education, and Worksites.

PubMed

Bradford, Victoria A; Walkinshaw, Lina P; Steinman, Lesley; Otten, Jennifer J; Fisher, Kari; Ellings, Amy; O'Leary, Jean; Johnson, Donna B

2017-12-01

Objectives Supportive organizational breastfeeding policies can establish enabling environments for breastfeeding. In this qualitative study we identify facilitators and barriers to the development, adoption, and implementation of supportive breastfeeding policies and practices in four influential sectors for breastfeeding women: hospitals, clinics, early care and education settings, and worksites. Methods We interviewed 125 individuals representing 110 organizations in Washington State about their breastfeeding policy development and implementation process between August 2014 and February 2015. Greenhalgh's diffusion of innovations framework guided the interviews and qualitative analysis. Results Breastfeeding policy facilitators across the sectors include national and state laws and regulations, performance tracking requirements, and an increasingly supportive sociopolitical climate; barriers include limited resources and appreciation about the need for breastfeeding policies, and certain organizational characteristics such as workforce age. Despite broad support for breastfeeding, organizations differed on perceptions about the usefulness of written breastfeeding policies. Personal breastfeeding experiences of policy makers and staff affect organizational breastfeeding policies and practices. Conclusions for Practice Supportive organizational systems and environments are built through effective policy development processes; public health can support breastfeeding policy development and assure a coordinated continuum of care by leveraging federal health care policy requirements, building networks to support training and collaboration, and disseminating strategies that reflect the personal nature of breastfeeding.

Communities of practice as a professional and organizational development strategy in local public health organizations in Quebec, Canada: an evaluation model.

PubMed

Richard, Lucie; Chiocchio, François; Essiembre, Hélène; Tremblay, Marie-Claude; Lamy, Geneviève; Champagne, François; Beaudet, Nicole

2014-02-01

Communities of practice (CoPs) are among the professional development strategies most widely used in such fields as management and education. Though the approach has elicited keen interest, knowledge pertaining to its conceptual underpinnings is still limited, thus hindering proper assessment of CoPs' effects and the processes generating the latter. To address this shortcoming, this paper presents a conceptual model that was developed to evaluate an initiative based on a CoP strategy: Health Promotion Laboratories are a professional development intervention that was implemented in local public health organizations in Montreal (Quebec, Canada). The model is based on latest theories on work-group effectiveness and organizational learning and can be usefully adopted by evaluators who are increasingly called upon to illuminate decision-making about CoPs. Ultimately, validation of this conceptual model will help advance knowledge and practice pertaining to CoPs as well as professional and organizational development strategies in public health. Copyright © 2014 Longwoods Publishing.

Building organizational supports for research-minded practitioners.

PubMed

Austin, Michael J; Dal Santo, Teresa S; Lee, Chris

2012-01-01

One of the biggest challenges facing human service organizations is the proliferation of information from inside and outside the agency that needs to be managed if it is to be of use. The concepts of tacit and explicit knowledge can inform an approach to this challenge. Tacit knowledge is stored in the minds of practitioners (often called practice wisdom) and the explicit knowledge is often found in organizational procedure manuals and educational and training materials. Building on this perspective, this analysis provides a preliminary definition of research-minded practitioners by explicating the elements of curiosity, critical reflection, and critical thinking. The organizational implications of developing a cadre of research-minded practitioners include the commitment of top management to support "link officers", evidence request services, research and development units, and service standards. The challenges include the capacity to identify/support research-minded practitioners, promote an organizational culture of evidence-informed practice, redefine staff development and training, redefine job descriptions, and specify the nature of managerial leadership. Copyright © Taylor & Francis Group, LLC

Organizational Ethics and Teachers' Intent to Leave: An Integrative Approach

ERIC Educational Resources Information Center

Shapira-Lishchinsky, Orly; Rosenblatt, Zehava

2009-01-01

Purpose: The present study focuses on developing a conceptual framework that explores the relationships between teachers' intent to leave and a spectrum of ethics perceptions. The authors argue that these relationships are mediated by organizational commitment (affective and normative). Research Design: Organizational ethics was measured by…

Change the System! School Psychologist as Organizational Consultant.

ERIC Educational Resources Information Center

Johnston, Janis Clark; Bernstein, Rhoda

Organizational development (OD) within school systems is productive work for the school psychologist. Basic to all OD is the principle of maximizing a system's resources. Following organizational change in the business world, schools can profit greatly from system changes which address today's "people problems." Outside consultants often provide…

Experiencing Organizational Work Design: Beyond Hackman and Oldham

ERIC Educational Resources Information Center

Fornaciari, Charles J.; Dean, Kathy Lund

2005-01-01

Standard organizational behavior survey courses usually introduce students to the "nuts and bolts" of organizational work design and models that mechanize work. This article develops an experiential exercise that simulates working conditions that can foster greater student understanding of the affective, ethical, and human aspects of work design.…

LABORATORY TRAINING IN HUMAN RELATIONS AND ORGANIZATIONAL BEHAVIOR.

ERIC Educational Resources Information Center

HARRISON, ROGER; OSHRY, BARRY

A SERIES OF STUDIES WERE MADE ON THE EFFECTS OF LABORATORY TRAINING IN HUMAN RELATIONS ON THE ORGANIZATIONAL BEHAVIOR OF "MIDDLE" MANAGERS. THROUGH REPEATED FACTOR ANALYSIS, THE ORGANIZATIONAL BEHAVIOR DESCRIBER SURVEY (OBDS) WAS DEVELOPED BY WHICH A MANAGER AND HIS ASSOCIATES COULD DESCRIBE HIS BEHAVIOR. THE OBDS PERMITTED RATINGS ON…

Organizational and Health Manifestations of Teacher Stress: A Preliminary Report on the Buffalo Teacher Stress Intervention Project.

ERIC Educational Resources Information Center

Golaszewski, Thomas J.; And Others

1984-01-01

Buffalo City (New York) Elementary Schools were assessed on perceptions of organizational stress, personal manifestations, and health status in an attempt to develop long-term stress management plans. Organizational and promotional strategies to enhance participant involvement are discussed. (Author/DF)

Computerized management information systems and organizational structures

NASA Technical Reports Server (NTRS)

Zannetos, Z. S.; Sertel, M. R.

1970-01-01

The computerized management of information systems and organizational structures is discussed. The subjects presented are: (1) critical factors favoring centralization and decentralization of organizations, (2) classification of organizations by relative structure, (3) attempts to measure change in organization structure, and (4) impact of information technology developments on organizational structure changes.

Toward a Political-Organizational Model of Gatekeeping: The Case of Elite Colleges.

ERIC Educational Resources Information Center

Karen, David

1990-01-01

Develops a gatekeeping theory by stepping inside the black box of Harvard university's admissions process. Stresses how political and organizational contexts influence selection (gatekeeping). Analyzes how student merit and social class-based factors mutually determine selection. Links an understanding of the organizational field with process…

Mountains, Flatlands and Tenuous Meaning: Organizational Sociology in Administrative Sense-Making

ERIC Educational Resources Information Center

Covrig, Duane M.

2005-01-01

Purpose: Contingency and institutional theories of organizational development are used to describe and interpret the 100-year history of a health science university and to then make a case for teaching organizational sociology in administrative preparation programs. Design/methodology/approach: Primary and secondary documents were analyzed to…

The Organizational Learning Cycle. How We Can Learn Collectively.

ERIC Educational Resources Information Center

Dixon, Nancy

This book, which is designed for individuals interested in changing and developing their organizations, examines the organizational learning cycle and ways of learning collectively. Among the topics discussed in the book's nine chapters are the following: (1) changing nature of work and organizational learning; (2) theoretical framework of…

InnoTube: A Video-Based Connection Tool Supporting Collaborative Innovation

ERIC Educational Resources Information Center

Angehrn, Albert A.; Luccini, Angelo Marco; Maxwell, Katrina

2009-01-01

Innovation is a key driver of organizational renewal and success. However, providing the right environment for innovative ideas to emerge and develop is not easy. This is further complicated by the fact that the professional environment is increasingly virtual as globally dispersed organizational and inter-organizational teams collaborate on…

78 FR 39638 - U.S. Integrated Ocean Observing System; Regulations To Certify and Integrate Regional...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-07-02

... become certified, RICEs must provide NOAA with information about their organizational structure and... to require RICEs to provide NOAA with certain information about their organizational structures... these eleven RICEs since FY 2005 to develop the organizational structure, operating procedures, and data...

A Case Study of Leadership Pedagogy in an Organizational Behavior Class

ERIC Educational Resources Information Center

Ingerson, Kati; Bruce, Jackie

2015-01-01

The purpose of this study was to understand if selected leadership pedagogy (hands on activities) utilized in an organizational behavior classroom contributed to the development of workplace readiness skills. Since successful organizational behavior classes and hands on learning can lead to successful graduates, the importance of leadership…

Organizational Effectiveness in Libraries: A Review and Some Suggestions.

ERIC Educational Resources Information Center

Aversa, Elizabeth

1981-01-01

Reviews some approaches to organizational effectiveness suggested by organizational theorists, reports on the applications of these theories in libraries, develops some hypotheses regarding the assessment of performance in libraries, and describes a model which synthesizes some of the approaches. A 52-item reference list is attached. (Author/JL)

An Integrative Concept for Technical, Personnel and Organizational Development for Professional Skill Enhancement.

ERIC Educational Resources Information Center

Kroll, Martin

1997-01-01

Training needed to implement technological and organizational change in small- and medium-sized enterprises is restrained by lack of systematic organization, negative effects of organizational and personnel structures, and different interpretations of managerial tasks. Article suggests that managers should strive to create the necessary…

The dynamics of software development project management: An integrative systems dynamic perspective

NASA Technical Reports Server (NTRS)

Vandervelde, W. E.; Abdel-Hamid, T.

1984-01-01

Rather than continuing to focus on software development projects per se, the system dynamics modeling approach outlined is extended to investigate a broader set of issues pertaining to the software development organization. Rather than trace the life cycle(s) of one or more software projects, the focus is on the operations of a software development department as a continuous stream of software products are developed, placed into operation, and maintained. A number of research questions are ""ripe'' for investigating including: (1) the efficacy of different organizational structures in different software development environments, (2) personnel turnover, (3) impact of management approaches such as management by objectives, and (4) the organizational/environmental determinants of productivity.

Organizational management practices for achieving software process improvement

NASA Technical Reports Server (NTRS)

Kandt, Ronald Kirk

2004-01-01

The crisis in developing software has been known for over thirty years. Problems that existed in developing software in the early days of computing still exist today. These problems include the delivery of low-quality products, actual development costs that exceed expected development costs, and actual development time that exceeds expected development time. Several solutions have been offered to overcome out inability to deliver high-quality software, on-time and within budget. One of these solutions involves software process improvement. However, such efforts often fail because of organizational management issues. This paper discusses business practices that organizations should follow to improve their chances of initiating and sustaining successful software process improvement efforts.

Leadership and organizational change for implementation (LOCI): a randomized mixed method pilot study of a leadership and organization development intervention for evidence-based practice implementation.

PubMed

Aarons, Gregory A; Ehrhart, Mark G; Farahnak, Lauren R; Hurlburt, Michael S

2015-01-16

Leadership is important in the implementation of innovation in business, health, and allied health care settings. Yet there is a need for empirically validated organizational interventions for coordinated leadership and organizational development strategies to facilitate effective evidence-based practice (EBP) implementation. This paper describes the initial feasibility, acceptability, and perceived utility of the Leadership and Organizational Change for Implementation (LOCI) intervention. A transdisciplinary team of investigators and community stakeholders worked together to develop and test a leadership and organizational strategy to promote effective leadership for implementing EBPs. Participants were 12 mental health service team leaders and their staff (n = 100) from three different agencies that provide mental health services to children and families in California, USA. Supervisors were randomly assigned to the 6-month LOCI intervention or to a two-session leadership webinar control condition provided by a well-known leadership training organization. We utilized mixed methods with quantitative surveys and qualitative data collected via surveys and a focus group with LOCI trainees. Quantitative and qualitative analyses support the LOCI training and organizational strategy intervention in regard to feasibility, acceptability, and perceived utility, as well as impact on leader and supervisee-rated outcomes. The LOCI leadership and organizational change for implementation intervention is a feasible and acceptable strategy that has utility to improve staff-rated leadership for EBP implementation. Further studies are needed to conduct rigorous tests of the proximal and distal impacts of LOCI on leader behaviors, implementation leadership, organizational context, and implementation outcomes. The results of this study suggest that LOCI may be a viable strategy to support organizations in preparing for the implementation and sustainment of EBP.

Delivering an Organizational Leadership PhD Program at a Distance: University of Oklahoma

ERIC Educational Resources Information Center

Rodgers, Joseph Lee; Williams, T. H. Lee

2011-01-01

In this chapter, the authors identify and review a number of key features in the successful development and maintenance of a PhD program delivered at a distance. The University of Oklahoma's PhD program in organizational leadership was developed in the early 1990s and delivered (primarily, but not completely) to military personnel and families…

Is There a Developmental Slump in Creativity in China? The Relationship between Organizational Climate and Creativity Development in Chinese Adolescents

ERIC Educational Resources Information Center

Yi, Xinfa; Hu, Weiping; Plucker, Jonathan A.; McWilliams, Jenna

2013-01-01

The major objectives of this study were to determine the characteristics of creativity development of Chinese children, the creative organizational climate of Chinese schools, and the relations among them. The results provided evidence that the creativity scores of children in elementary school were significantly higher than those of children in…

Using Corporate Tools for Organizational Development to Affect Cultural and Structural Change in the Academy: Gallup Impact Planning at the University of Nebraska-Lincoln

ERIC Educational Resources Information Center

Latta, Gail F.

2006-01-01

External pressures have transformed academic life, shattering the roles and relationships that created a sense of community. Increasingly the challenges of fostering an engaged workforce in these institutions mirror the corporate world. Leaders at UNL have adapted Gallup's organizational development strategy to improve faculty engagement and…

Examining Professional Development at the Organizational Level through the Lens of Teachers and Administrators

ERIC Educational Resources Information Center

Kelsey, Lori

2010-01-01

The purpose of this evaluative case study was to explore teachers' and administrators' perceptions of the organizational capacity during an initial implementation of a systemic change in professional development at a K-8 school. Educational reform acts such as the No Child Left Behind Act of 2002 pressure public school systems to increase student…

Role of Department Heads in Academic Development: A Leader-Member Exchange and Organizational Resource Perspective

ERIC Educational Resources Information Center

Horne, Andre Leonard; du Plessis, Yvonne; Nkomo, Stella

2016-01-01

This article examines the role of leadership in the development of academic talent in higher education from a social exchange and organizational support perspective. Drawing from a sample of academic staff at a large South African university, the study investigates the extent to which a quality leader-member exchange relationship versus a formal…

[The impact of AIDS on the organizational development of nongovernmental organizations: a case study on Casa de Assistência Filadélfia].

PubMed

Bochio, Ieda Maria Siebra; Fortes, Paulo Antonio de Carvalho

2008-11-01

AIDS has been a unique event due not only to its devastating effects, but also to the ways in which it has stimulated solidarity and mobilization of society in the defense of the rights of persons living with HIV/AIDS and their families, friends, and contacts. Beginning as initiatives to ensure dignity in death, AIDS NGOs have undergone structural changes to respond to the demands raised by the epidemic. The current study describes the history of the Brazilian AIDS NGO "Casa de Assistência Filadélfia" in relation to the evolution of the AIDS epidemic, highlighting the issue of organizational development. A qualitative case study methodology was used, and the data were collected from document analysis and semi-structured interviews with key informants identified by the organization. Data analysis was based on the theoretical premises of organizational development and shows how the organization made the transition from the pioneering phase marked by improvisation and expanded to a phase of regulation until reaching flexibility and innovation by diversifying its projects. The study highlights the importance of organizational development as an essential element in building healthy, agile organizations in the response to their demands.

Local Institutional Development and Organizational Change for Advancing Sustainable Urban Water Futures

NASA Astrophysics Data System (ADS)

Brown, Rebekah R.

2008-02-01

This paper presents the local institutional and organizational development insights from a five-year ongoing interdisciplinary research project focused on advancing the implementation of sustainable urban water management. While it is broadly acknowledged that the inertia associated with administrative systems is possibly the most significant obstacle to advancing sustainable urban water management, contemporary research still largely prioritizes investigations at the technological level. This research is explicitly concerned with critically informing the design of methodologies for mobilizing and overcoming the administrative inertia of traditional urban water management practice. The results of fourteen in-depth case studies of local government organizations across Metropolitan Sydney primarily reveal that (i) the political institutionalization of environmental concern and (ii) the commitment to local leadership and organizational learning are key corporate attributes for enabling sustainable management. A typology of five organizational development phases has been proposed as both a heuristic and capacity benchmarking tool for urban water strategists, policy makers, and decision makers that are focused on improving the level of local implementation of sustainable urban water management activity. While this investigation has focused on local government, these findings do provide guideposts for assessing the development needs of future capacity building programs across a range of different institutional contexts.

Local institutional development and organizational change for advancing sustainable urban water futures.

PubMed

Brown, Rebekah R

2008-02-01

This paper presents the local institutional and organizational development insights from a five-year ongoing interdisciplinary research project focused on advancing the implementation of sustainable urban water management. While it is broadly acknowledged that the inertia associated with administrative systems is possibly the most significant obstacle to advancing sustainable urban water management, contemporary research still largely prioritizes investigations at the technological level. This research is explicitly concerned with critically informing the design of methodologies for mobilizing and overcoming the administrative inertia of traditional urban water management practice. The results of fourteen in-depth case studies of local government organizations across Metropolitan Sydney primarily reveal that (i) the political institutionalization of environmental concern and (ii) the commitment to local leadership and organizational learning are key corporate attributes for enabling sustainable management. A typology of five organizational development phases has been proposed as both a heuristic and capacity benchmarking tool for urban water strategists, policy makers, and decision makers that are focused on improving the level of local implementation of sustainable urban water management activity. While this investigation has focused on local government, these findings do provide guideposts for assessing the development needs of future capacity building programs across a range of different institutional contexts.

Demographic differences in sport performers' experiences of organizational stressors.

PubMed

Arnold, R; Fletcher, D; Daniels, K

2016-03-01

Organizational stressors are particularly prevalent across sport performers' experiences and can influence their performance, health, and well-being. Research has been conducted to identify which organizational stressors are encountered by sport performers, but little is known about how these experiences vary from athlete to athlete. The purpose of this study was to examine if the frequency, intensity, and duration of the organizational stressors that sport performers encounter vary as a function of gender, sport type, and performance level. Participants (n = 1277) completed the Organizational Stressor Indicator for Sport Performers (OSI-SP; Arnold et al., 2013), and the resultant data were analyzed using multivariate analyses of covariance. The findings show that demographic differences are apparent in the dimensions of the goals and development, logistics and operations, team and culture, coaching, and selection organizational stressors that sport performers encounter. More specifically, significant differences were found between males and females, between team and individual-based performers, and between performers competing at national or international, regional or university, and county or club levels. These findings have important implications for theory and research on organizational stress, and for the development of stress management interventions with sport performers. © 2015 John Wiley & Sons A/S. Published by John Wiley & Sons Ltd.

Intention to leave the profession: antecedents and role in nurse turnover.

PubMed

Parry, Julianne

2008-10-01

This paper is a report of a study to examine the relationship between intention to change profession and intention to change employer among newly graduated nurses. Few studies of the worldwide nursing workforce shortage consider the contribution of changing professions to the shortage. Organizational behaviour research has identified that professional commitment and organizational commitment have an important role in organizational turnover and that professional commitment and intention to change professions may have a greater role in organizational turnover than is presently understood. A model of the relationships between affective professional commitment job satisfaction, organizational commitment, intention to change professions and organizational turnover intention was developed through review of the organizational behaviour literature and tested using path analysis. The sample was drawn from all nurses in Queensland, Australia, entering the workforce for the first time in 2005. The model was tested with a final sample size of 131 nurses in the initial period of exposure to the workplace. Affective professional commitment and organizational commitment were statistically significantly related to intention to change professions. Job satisfaction, organizational commitment and intention to change professions were statistically significantly related to intention to change employer. Turnover research in nursing should include intention to change professions as well as intention to change employer. Policies and practices that enhance the development of affective professional commitment prior to exposure to the workplace and support affective professional commitment, job satisfaction and organizational commitment in the workplace are needed to help reduce nurse turnover.

Steroid hormone signaling during development has a latent effect on adult male sexual behavior in the butterfly Bicyclus anynana

PubMed Central

Bear, Ashley; Prudic, Kathleen L.

2017-01-01

It is well established that steroid hormones regulate sexual behavior in vertebrates via organizational and activational effects. However, whether the organizational/activational paradigm applies more broadly to the sexual behavior of other animals such as insects is not well established. Here we describe the hormonal regulation of a sexual behavior in the seasonally polyphenic butterfly Bicyclus anynana is consistent with the characteristics of an organizational effect. By measuring hormone titer levels, quantifying hormone receptor gene expression in the brain, and performing hormone manipulations, we demonstrate steroid hormone signaling early in pupal development has a latent effect on adult male sexual behavior in B. anynana. These findings suggest the organizational/activational paradigm may be more highly conserved across animal taxa than previously thought. PMID:28328961

The ARC organizational and community intervention strategy for implementing evidence-based children's mental health treatments.

PubMed

Glisson, Charles; Schoenwald, Sonja K

2005-12-01

This paper reviews the implications of organizational and community intervention research for the implementation of effective mental health treatments in usual community practice settings. The paper describes an organizational and community intervention model named ARC for Availability, Responsiveness and Continuity, that was designed to support the improvement of social and mental health services for children. The ARC model incorporates intervention components from organizational development, interorganizational domain development, the diffusion of innovation, and technology transfer that target social, strategic, and technological factors in effective children's services. This paper also describes a current NIMH-funded study that is using the ARC intervention model to support the implementation of an evidence-based treatment, Multisystemic Therapy (MST), for delinquent youth in extremely rural, impoverished communities in the Appalachian Mountains of East Tennessee.

Developing a short measure of organizational justice: a multisample health professionals study.

PubMed

Elovainio, Marko; Heponiemi, Tarja; Kuusio, Hannamaria; Sinervo, Timo; Hintsa, Taina; Aalto, Anna-Mari

2010-11-01

To develop and test the validity of a short version of the original questionnaire measuring organizational justice. The study samples comprised working physicians (N = 2792) and registered nurses (n = 2137) from the Finnish Health Professionals study. Structural equation modelling was applied to test structural validity, using the justice scales. Furthermore, criterion validity was explored with well-being (sleeping problems) and health indicators (psychological distress/self-rated health). The short version of the organizational justice questionnaire (eight items) provides satisfactory psychometric properties (internal consistency, a good model fit of the data). All scales were associated with an increased risk of sleeping problems and psychological distress, indicating satisfactory criterion validity. This short version of the organizational justice questionnaire provides a useful tool for epidemiological studies focused on health-adverse effects of work environment.

Steroid hormone signaling during development has a latent effect on adult male sexual behavior in the butterfly Bicyclus anynana.

PubMed

Bear, Ashley; Prudic, Kathleen L; Monteiro, Antónia

2017-01-01

It is well established that steroid hormones regulate sexual behavior in vertebrates via organizational and activational effects. However, whether the organizational/activational paradigm applies more broadly to the sexual behavior of other animals such as insects is not well established. Here we describe the hormonal regulation of a sexual behavior in the seasonally polyphenic butterfly Bicyclus anynana is consistent with the characteristics of an organizational effect. By measuring hormone titer levels, quantifying hormone receptor gene expression in the brain, and performing hormone manipulations, we demonstrate steroid hormone signaling early in pupal development has a latent effect on adult male sexual behavior in B. anynana. These findings suggest the organizational/activational paradigm may be more highly conserved across animal taxa than previously thought.

A conceptual framework of organizational stressors in sport performers.

PubMed

Fletcher, D; Hanton, S; Mellalieu, S D; Neil, R

2012-08-01

In the study reported here, 12 sport performers (six elite and six non-elite) were interviewed with regard to organizational-related issues they had experienced in preparation for competition. Grounded theory procedures facilitated the development of a conceptual framework of organizational stressors consisting of five general dimensions: factors intrinsic to the sport, roles in the sport organization, sport relationships and interpersonal demands, athletic career and performance development issues, and organizational structure and climate of the sport. The data indicate that the stressors were encountered proportionately more by elite performers (#EPOS=315) than non-elite performers (#NPOS=228) with some demands being in common and some unique to each group. The results are discussed in relation to previous research and regarding their implications for professional practice. © 2010 John Wiley & Sons A/S.

Does Organizational Learning Lead to Higher Firm Performance? An Investigation of Chinese Listing Companies

ERIC Educational Resources Information Center

Zhou, Wencang; Hu, Huajing; Shi, Xuli

2015-01-01

Purpose: The purpose of this paper is to develop a framework for studying organizational learning, firm innovation and firm financial performance. Design/methodology/approach: This paper examines the effects of organizational learning on innovation and performance among 287 listed Chinese companies. Findings: The results indicate a positive…

Views of the Teachers of Social Studies and Administrators Relating Impediments of Organizational Learning

ERIC Educational Resources Information Center

Oztaskin, Ozlem Bektas; Kucukali, Ridvan

2011-01-01

Schools are the significant places where new information and skills are obtained and practised. There are some problems in the social and educational development of organizational activities learned at schools. Change, share and distribution of knowledge, transfer of knowledge to students, fruitful and effective use of organizational aims,…

Strategic Human Resource Development Impact on Organizational Performance: Does SHRD Matter?

ERIC Educational Resources Information Center

Lyons, Rebecca

2016-01-01

In the United States today organizational leaders are concerned with skills gaps, or the limited availability of qualified workers to fill open positions. The reason for their concern is the impact of skills gaps on organizational performance in a number of areas including productivity, customer satisfaction, profitability, and the ability to…

Organizational Change, Leadership and Learning: Culture as Cognitive Process.

ERIC Educational Resources Information Center

Lakomski, Gabriele

2001-01-01

Examines the claim that it is necessary to change an organization's culture in order to bring about organizational change. Considers the purported causal relationship between the role of the leader and organizational learning and develops the notion of culture as cognitive process based on research in cultural anthropology and cognitive science.…

Toward a Practice Perspective on Strategic Organizational Learning

ERIC Educational Resources Information Center

Voronov, Maxim

2008-01-01

Purpose: The purpose of this paper is to add to the emerging literatures on organizational learning and strategic management by developing a practice perspective on strategic organizational learning (SOL). While the literature on SOL has been growing, much of it has targeted exclusively practitioners and has not yet elaborated the mechanics and…

Developing an Organizational Understanding of Faculty Mentoring Programs in Academic Medicine in Major American Research Universities

ERIC Educational Resources Information Center

Fischer Zellers, Darlene

2013-01-01

This study examines the organizational and contextual factors associated with faculty mentoring programs in academic medicine within major research institutions in the United States, and explores the usefulness of organizational behavior theory in understanding these relationships. To date, many formal faculty mentoring programs are in operation…

An Investigation of Organizational Culture Changes and Effectiveness at Jefferson College: 1963-Present

ERIC Educational Resources Information Center

McCaffrey, Dena M.

2012-01-01

A fundamental factor in the internal dynamics of a college is its culture. Central to understanding organizational culture is to minimize the occurrence and consequences of cultural conflict and help foster the development of shared goals. Modifying organizational culture is important. Without culture change, there is little hope of enduring…

The Relationship of Employee Status to Organizational Culture and Organizational Effectiveness: A Quantitative Analysis

ERIC Educational Resources Information Center

Deem, Jackie W.; DeLotell, Pam J.; Kelly, Kathryn

2015-01-01

Purpose: This study investigates the relationship between employment status (full time (FT)/part time (PT)), organizational culture and institutional effectiveness in higher education. The purpose of this paper is to answer the question, "Does the growing population of PT faculty preclude effective cultures from developing and, accordingly,…

A Teacher Education for Sustainable Development System: An Institutional Responsibility

ERIC Educational Resources Information Center

Bentham, Hayley; Sinnes, Astrid; Gjøtterud, Sigrid

2015-01-01

Soft systems methodology is commonly used in organizational research and can be very useful when attempting to understand both organizational structures and dynamics. A teacher education institution is identified here as an organization. Soft systems methodology is employed to gain a picture of the current organizational structure of a Science and…

Individual Readiness for Organizational Change and Its Implications for Human Resource and Organization Development

ERIC Educational Resources Information Center

Choi, Myungweon; Ruona, Wendy E. A.

2011-01-01

Individual readiness for organizational change reflects the concept of "unfreezing" proposed by Lewin (1947/1997b) and is critical to successful change implementation. Understanding the conditions conducive to individual readiness for organizational change, instead of the more traditional focus on resistance to change, can be useful for designing…

The Relationship between Organizational Citizenship Behavior, Group Cohesiveness and Workplace Deviance Behavior of Turkish Teachers

ERIC Educational Resources Information Center

Apaydin, Çigdem; Sirin, Hüseyin

2016-01-01

This study aims to develop a structural model for organizational citizenship behavior, group cohesiveness and workplace deviance behavior. The study group consists of 639 Turkish teachers working in primary and secondary public schools. In the study, the "Organizational Citizenship Behavior Scale" and the "Group Cohesiveness…

The Relationship between University Students' Academic Achievement and Perceived Organizational Image

ERIC Educational Resources Information Center

Polat, Soner

2011-01-01

The purpose of present study was to determine the relationship between university students' academic achievement and perceived organizational image. The sample of the study was the senior students at the faculties and vocational schools in Umuttepe Campus at Kocaeli University. Because the development of organizational image is a long process, the…

Models of Organizational Learning: Paradoxes and Best Practices in the Post Industrial Workplace.

ERIC Educational Resources Information Center

Laiken, Marilyn E.

A research project studied Canadian organizations that are using informal organizational learning approaches to embed ongoing learning within the actual work processes. Five organizations that self-identified as learning organizations at mature stages of development were studied in depth. No organization was a paragon of organizational learning.…

Getting ready for the future: assessing and promoting graduate students' organizational values.

PubMed

Hendel, Tova; Gefen-Liban, Dganit

2003-10-01

Functioning as health care providers, autonomously and interdependently, require the development and acquisition of an appropriate set of personal, professional, and organizational values and ethical framework. Professional education at the graduate level is aimed at preparing nurses for leadership roles by contributing to the development of their unique bodies of professional knowledge and skills and internalizing values needed today in management roles. Values change with time, as does the organizational culture. This study examines whether value sets, of Israeli graduate nursing students, reflect internalization of the "new business values" in accordance with the new demands of the changing work environment. The sample consisted of 51 graduate students, from different classes, who participated in a seminar on aspects of nursing management during a three-year period. Results revealed that in each of the years examined, students ascribed significantly lower importance to organizational values, such as vision, competition, cooperation, risk taking, and status as compared to personal and professional values. The findings point to the need to strengthen the graduate students' organizational domain. Curricula should be designed to help nurses meet the emerging needs and the expected organizational outcomes.

Development and psychometric testing of the Nurse Practitioner Primary Care Organizational Climate Questionnaire.

PubMed

Poghosyan, Lusine; Nannini, Angela; Finkelstein, Stacey R; Mason, Emanuel; Shaffer, Jonathan A

2013-01-01

Policy makers and healthcare organizations are calling for expansion of the nurse practitioner (NP) workforce in primary care settings to assure timely access and high-quality care for the American public. However, many barriers, including those at the organizational level, exist that may undermine NP workforce expansion and their optimal utilization in primary care. This study developed a new NP-specific survey instrument, Nurse Practitioner Primary Care Organizational Climate Questionnaire (NP-PCOCQ), to measure organizational climate in primary care settings and conducted its psychometric testing. Using instrument development design, the organizational climate domain pertinent for primary care NPs was identified. Items were generated from the evidence and qualitative data. Face and content validity were established through two expert meetings. Content validity index was computed. The 86-item pool was reduced to 55 items, which was pilot tested with 81 NPs using mailed surveys and then field-tested with 278 NPs in New York State. SPSS 18 and Mplus software were used for item analysis, reliability testing, and maximum likelihood exploratory factor analysis. Nurse Practitioner Primary Care Organizational Climate Questionnaire had face and content validity. The content validity index was .90. Twenty-nine items loaded on four subscale factors: professional visibility, NP-administration relations, NP-physician relations, and independent practice and support. The subscales had high internal consistency reliability. Cronbach's alphas ranged from.87 to .95. Having a strong instrument is important to promote future research. Also, administrators can use it to assess organizational climate in their clinics and propose interventions to improve it, thus promoting NP practice and the expansion of NP workforce.

Total Quality Management: Getting Started

DTIC Science & Technology

1990-08-01

Quality Management (TQM) program using Organizational Development (OD) intervention techniques to gain acceptance of the program. It emphasizes human behavior and the need for collaborative management and consensus in organizational change. Lessons learned stress the importance of choosing a skilled TQM facilitator, training process action teams, and fostering open communication and teamwork to minimize resistance to change. Keywords: Management planning and control, Quality control, Quality , Management , Organization change, Organization development,

Jointness for the Rest of Us: Reforming Joint Professional Development

DTIC Science & Technology

2016-06-10

October 2006), 907. 20 Foley, 1. 21 Gene A. Brewer and Sally Coleman Selden, “Why Elephants Gallop: Assessing and Predicting Organizational...22 Hal Rainey and Paula Steinbauer, “Galloping Elephants : Developing Elements of a Theory of Effective Government Organizations,” Journal of...Washington DC: Brookings Institute Press, 2009. Brewer, Gene A. and Sally Coleman Selden. “Why Elephants Gallop: Assessing and Predicting Organizational

Stewardship as a Means to Create Organizational Reform: A View into Minnesota 4-H Youth Development

ERIC Educational Resources Information Center

Skuza, Jennifer A.; Freeman, Dorothy M.; Bremseth, Tamara J.; Doering, Shirley A.; Quinlan, Robert B.; Morreim, Patricia A.; Deidrick, James C.

2010-01-01

Minnesota 4-H Youth Development (MN 4-H) used stewardship as a means to create organizational reform to address the public use of the 4-H name and emblem in terms of risk management, real estate and equipment, and finances. A task force implemented a participatory process with colleagues and stakeholders to build and implement the reform effort.…

Influence of sex steroid hormones on the adolescent brain and behavior: An update

PubMed Central

Vigil, Pilar; del Río, Juan Pablo; Carrera, BÁrbara; ArÁnguiz, Florencia C.

2016-01-01

This review explains the main effects exerted by sex steroids and other hormones on the adolescent brain. During the transition from puberty to adolescence, these hormones participate in the organizational phenomena that structurally shape some brain circuits. In adulthood, this will propitiate some specific behavior as responses to the hormones now activating those neural circuits. Adolescence is, then, a critical “organizational window” for the brain to develop adequately, since steroid hormones perform important functions at this stage. For this reason, the adolescent years are very important for future behaviors in human beings. Changes that occur or fail to occur during adolescence will determine behaviors for the rest of one's lifetime. Consequently, understanding the link between adolescent behavior and brain development as influenced by sex steroids and other hormones and compounds is very important in order to interpret various psycho-affective pathologies. Lay Summary: The effect of steroid hormones on the development of the adolescent brain, and therefore, on adolescent behavior, is noticeable. This review presents their main activational and organizational effects. During the transition from puberty to adolescence, organizational phenomena triggered by steroids structurally affect the remodeling of brain circuits. Later in adulthood, these changes will be reflected in behavioral responses to such hormones. Adolescence can then be seen as a fundamental “organizational window” during which sex steroids and other hormones and compounds play relevant roles. The understanding of the relationship between adolescent behavior and the way hormones influence brain development help understand some psychological disorders. PMID:27833209

Changes in commitment to change among leaders in home help services.

PubMed

Westerberg, Kristina; Tafvelin, Susanne

2015-07-06

The purpose of the this study was to explore the development of commitment to change among leaders in the home help services during organizational change and to study this development in relation to workload and stress. During organizational change initiatives, commitment to change among leaders is important to ensure the implementation of the change. However, little is known of development of commitment of change over time. The study used a qualitative design with semi-structured interviews with ten leaders by the time an organizational change initiative was launched and follow-up one year later. Thematic content analysis was used to analyze the interviews. Commitment to change is not static, but seems to develop over time and during organizational change. At the first interview, leaders had a varied pattern reflecting different dimensions of commitment to change. One year later, the differences between leaders' commitment to change was less obvious. Differences in commitment to change had no apparent relationship with workload or stress. The data were collected from one organization, and the number of participants were small which could affect the results on workload and stress in relation to commitment to change. It is important to support leaders during organizational change initiatives to maintain their commitment. One way to accomplish this is to use management team meetings to monitor how leaders perceive their situation. Qualitative, longitudinal and leader studies on commitment to change are all unusual, and taken together, this study shows new aspects of commitment.

The impact of workplace empowerment, organizational trust on staff nurses' work satisfaction and organizational commitment.

PubMed

Laschinger, H K; Finegan, J; Shamian, J

2001-01-01

A predictive, nonexperimental design was used to test Kanter's work empowerment theory in a random sample of 412 staff nurses selected from the professional registry list of a central Canadian province. Kanter argues that work environments that provide access to information, support, resources, and opportunity to learn and develop are empowering and influence employee work attitudes, productivity, and organizational effectiveness. Test results suggest that fostering environments that enhance perceptions of empowerment will have positive effects on organizational members and increase organizational effectiveness.

The associations between organizational culture, organizational structure and quality management in European hospitals

PubMed Central

Wagner, C.; Mannion, R.; Hammer, A.; Groene, O.; Arah, O.A.; Dersarkissian, M.; Suñol, R.

2014-01-01

Objective To better understand associations between organizational culture (OC), organizational management structure (OS) and quality management in hospitals. Design A multi-method, multi-level, cross-sectional observational study. Setting and participants As part of the DUQuE project (Deepening our Understanding of Quality improvement in Europe), a random sample of 188 hospitals in 7 countries (France, Poland, Turkey, Portugal, Spain, Germany and Czech Republic) participated in a comprehensive questionnaire survey and a one-day on-site surveyor audit. Respondents for this study (n = 158) included professional quality managers and hospital trustees. Main outcome measures Extent of implementation of quality management systems, extent of compliance with existing management procedures and implementation of clinical quality activities. Results Among participating hospitals, 33% had a clan culture as their dominant culture type, 26% an open and developmental culture type, 16% a hierarchical culture type and 25% a rational culture type. The culture type had no statistically significant association with the outcome measures. Some structural characteristics were associated with the development of quality management systems. Conclusion The type of OC was not associated with the development of quality management in hospitals. Other factors (not culture type) are associated with the development of quality management. An OS that uses fewer protocols is associated with a less developed quality management system, whereas an OS which supports innovation in care is associated with a more developed quality management system. PMID:24671119

The associations between organizational culture, organizational structure and quality management in European hospitals.

PubMed

Wagner, C; Mannion, R; Hammer, A; Groene, O; Arah, O A; Dersarkissian, M; Suñol, R

2014-04-01

To better understand associations between organizational culture (OC), organizational management structure (OS) and quality management in hospitals. A multi-method, multi-level, cross-sectional observational study. As part of the DUQuE project (Deepening our Understanding of Quality improvement in Europe), a random sample of 188 hospitals in 7 countries (France, Poland, Turkey, Portugal, Spain, Germany and Czech Republic) participated in a comprehensive questionnaire survey and a one-day on-site surveyor audit. Respondents for this study (n = 158) included professional quality managers and hospital trustees. Extent of implementation of quality management systems, extent of compliance with existing management procedures and implementation of clinical quality activities. Among participating hospitals, 33% had a clan culture as their dominant culture type, 26% an open and developmental culture type, 16% a hierarchical culture type and 25% a rational culture type. The culture type had no statistically significant association with the outcome measures. Some structural characteristics were associated with the development of quality management systems. The type of OC was not associated with the development of quality management in hospitals. Other factors (not culture type) are associated with the development of quality management. An OS that uses fewer protocols is associated with a less developed quality management system, whereas an OS which supports innovation in care is associated with a more developed quality management system.

Organizational resilience: Sustained institutional effectiveness among smaller, private, non-profit US higher education institutions experiencing organizational decline.

PubMed

Moran, Kenneth A

2016-06-04

Recent changes in the United States (US) economy have radically disrupted revenue generation among many institutions within higher education within the US. Chief among these disruptions has been fallout associated with the financial crisis of 2008-2009, which triggered a change in the US higher education environment from a period of relative munificence to a prolonged period of scarcity. The hardest hit by this disruption have been smaller, less wealthy institutions which tend to lack the necessary reserves to financially weather the economic storm. Interestingly, a review of institutional effectiveness among these institutions revealed that while many are struggling, some institutions have found ways to not only successfully cope with the impact of declining revenue, but have been able to capitalize on the disruption and thrive. Organizational response is an important factor in successfully coping with conditions of organizational decline. The study examined the impacts of organizational response on institutional effectiveness among higher education institutions experiencing organizational decline. The study's research question asked why some US higher educational institutions are more resilient at coping with organizational decline than other institutions operating within the same segment of the higher education sector. More specifically, what role does organizational resilience have in helping smaller, private non-profit institutions cope and remain effective during organizational decline? A total of 141 US smaller, private non-profit higher educational institutions participated in the study; specifically, the study included responses from participant institutions' key administrators. 60-item survey evaluated administrator responses corresponding to organizational response and institutional effectiveness. Factor analysis was used to specify the underlying structures of rigidity response, resilience response, and institutional effectiveness. Multiple regression analysis was used to examine the direct and interaction effects between organizational decline, organizational rigidity response, organizational resilience response, and institutional effectiveness, controlling for age of institution and level of endowment. The study validated previous threat-rigidity response findings that organizational decline alone does not adversely impact institutional effectiveness. The direct effect of Goal-Directed Solution Seeking and Role Dependency organizational resilience factors had a positive, significant correlation with the Student Personal Development institutional effectiveness factor. The interactive effect of Goal-Directed Solution Seeking organizational resilience factor during organizational decline had a positive, significant correlation with the Professional Development and Quality of Faculty institutional effectiveness factor. The interactive effect of Avoidance during organizational decline had a positive, significant correlation with the Faculty and Administrator Employment Satisfaction institutional effectiveness factor. The interactive effect of Diminished Innovation, Morale, and Leader Credibility rigidity response factor and Avoidance organizational resilience factor during organizational decline had a positive, significant correlation with the Professional Development and Quality of Faculty institutional effectiveness factor. Lastly, the interactive effect of Increased Scapegoating of Leaders, Interest group Activities, and Conflict rigidity response factor and Avoidance organizational resilience factor during organizational decline had a positive, significant correlation with the Faculty and Administrator Employment Satisfaction institutional effectiveness factor. Factors of organizational resilience were found to have a positive effect among smaller, private non-profit higher educational institutions associated with this study toward sustaining institutional effectiveness during organizational decline. Specifically, the organizational resilience factors of Goal-Directed Solution Seeking (i.e., mission-driven solutions) and Avoidance (i.e., skepticism toward new ideas) play a significant, collaborative role among smaller, private non-profit higher educational institutions when it comes to sustaining institutional effectiveness during organizational decline.

Social Comparison Processes in an Organizational Context: New Directions

ERIC Educational Resources Information Center

Goodman, Paul S.; Haisley, Emily

2007-01-01

The goal of this article is to frame some new directions to social comparison research in organizational settings. Four themes are developed. First, we examine the role of organizational variables in shaping the basic sub processes in social comparison, such as the selection of referents. The second theme focuses on the meaning of level of…

Guidelines for Education and Training at the Doctoral and Postdoctoral Levels in Consulting Psychology/Organizational Consulting Psychology

ERIC Educational Resources Information Center

American Psychologist, 2007

2007-01-01

The purpose of these "Guidelines for Education and Training at the Doctoral and Postdoctoral Levels in Consulting Psychology/Organizational Consulting Psychology" is to provide a common framework for use in the development, evaluation, and review of education and training in consulting psychology/organizational consulting psychology (CP/OCP). The…

GlobePort Faces Global Business Challenges--Assessing the Organizational Side of Information Systems Projects

ERIC Educational Resources Information Center

Ghosh, Biswadip

2011-01-01

Published studies have reported that Information System (IS) projects succeed or fail based on how effectively the organizational issues were understood and addressed in the specification, development and implementation stages of the project. This is particularly true in the design and delivery of Inter-Organizational Systems (IOS) that can affect…

Organizational Behavior in Education: Instructional Leadership and School Reform. Seventh Edition.

ERIC Educational Resources Information Center

Owens, Robert G.

This book concentrates on the connection between organizational behavior and the clamor for school reform, whether market-based, standards-based, or whole-school reform. It explains the great need for school leaders to develop a theory and practice that draws on what is known about organizational behavior in education. Educational leaders need a…

Organizational Culture and Climate. Symposium 24. [Concurrent Symposium Session at AHRD Annual Conference, 2000.

ERIC Educational Resources Information Center

2000

This document contains three papers from a symposium on organizational culture and climate that was conducted as part of a conference on human resource development (HRD). "A Comparative Profile of Workgroup Climate in Different Organizational Settings" (Allan H. Church) reports on a comparative analysis of climate data on more than 5,000…

An Exploration of Two Mid-Level Faculty Developers' Influence on Organizational Learning as Transformational Leaders in Two California Community Colleges

ERIC Educational Resources Information Center

Hodgson, Devon Rachelle

2009-01-01

Researchers argue that a California Community College's capacity for improvement and reform, given the multitude of concerns and organizational barriers associated with education institutions will require transformation of current practices to influence organizational learning (O'Banion, 1997; Cohen, 1996). Extant literature has demonstrated the…

In the Sandbox: Individuals and Collectives in Organizational Learning as Sense-Making through Play

ERIC Educational Resources Information Center

Popova-Nowak, Irina V.

2014-01-01

This study was conducted to develop a grounded theory of connections between individual and collective (group and organizational) levels of analysis through the examination of play and sense-making as integral parts of organizational learning (OL) by relying on the meta-paradigm theoretical framework. The study employed grounded theory as its…

A Lexical Approach to Identifying Dimensions of Organizational Culture

PubMed Central

Chapman, Derek S.; Reeves, Paige; Chapin, Michelle

2018-01-01

A comprehensive measure of organizational culture was developed using a lexical approach, a method typically employed within the study of personality. 1761 adjectives were narrowed down and factor analyzed, which resulted in the identification of a nine factor solution to organizational culture, including the dimensions of: Innovative, Dominant, Pace, Friendly, Prestigious, Trendy, Corporate Social Responsibility, Traditional, and Diverse. Comprised of 135 adjectives most frequently used in describing organizational culture by current employees of several hundred organizations, the Lexical Organizational Culture Scale (LOCS) was found to predict employee commitment, job satisfaction, job search behaviors, and subjective fit better than earlier scales of organizational culture. PMID:29922200

Faculty Development: Not Just a Bandwagon.

ERIC Educational Resources Information Center

Hipps, Opal S.

1978-01-01

Considers problems in traditional faculty development programs, comments on the relation between faculty development and evaluation, and reviews the instructional development model, the organizational development approach, and the personal development model. Offers suggestions for nursing faculties and administrators in organizing a nursing…

Strategy development to sustain and strengthen the Navy Nurse Corps.

PubMed

Raimondo, Lisa H; Pierce, Kathleen M; Bruzek-Kohler, Christine M

2008-01-01

This article demonstrates how the strategic planning process was utilized to determine organizational priorities for the Navy Nurse Corps amidst a time of ongoing conflicts in Iraq and professional duress resulting from the national nursing shortage. The authors denote how overarching organizational goals of the US Navy and Navy medicine are woven into the priorities that were established for Navy Nursing. The emerging 6 priorities are relevant and vital to the sustainment of Navy Nursing today and in the future. They reflect the challenges associated with the development of clinical proficiency, educational policies, force structure/recruitment and retention, mid-grade and senior leadership roles, productivity measurement, and organizational communication. Similarly, these priorities mirror those that confront and warrant the attention of chief nursing officers in the civilian sector as they lead and develop their workforce.

Integrating risk minimization planning throughout the clinical development and commercialization lifecycle: an opinion on how drug development could be improved

PubMed Central

Morrato, Elaine H; Smith, Meredith Y

2015-01-01

Pharmaceutical risk minimization programs are now an established requirement in the regulatory landscape. However, pharmaceutical companies have been slow to recognize and embrace the significant potential these programs offer in terms of enhancing trust with health care professionals and patients, and for providing a mechanism for bringing products to the market that might not otherwise have been approved. Pitfalls of the current drug development process include risk minimization programs that are not data driven; missed opportunities to incorporate pragmatic methods and market-based insights, outmoded tools and data sources, lack of rapid evaluative learning to support timely adaption, lack of systematic approaches for patient engagement, and questions on staffing and organizational infrastructure. We propose better integration of risk minimization with clinical drug development and commercialization work streams throughout the product lifecycle. We articulate a vision and propose broad adoption of organizational models for incorporating risk minimization expertise into the drug development process. Three organizational models are discussed and compared: outsource/external vendor, embedded risk management specialist model, and Center of Excellence. PMID:25750537

Procedural justice, occupational identification, and organizational commitment.

DOT National Transportation Integrated Search

1992-06-01

Extending Tyler's (1989) group-value model, the present study tested the hypothesis that procedural justice may be of differential salience in the development of organizational commitment among individuals who identify primarily with their employing ...

Perceptions of continuing medical education, professional development, and organizational support in the United Arab Emirates.

PubMed

Younies, Hassan; Berham, Belal; Smith, Pamela C

2010-01-01

This paper investigates the views of health care providers on continuous medical education (CME). To our knowledge, this is one of the first surveys to examine perspectives of CME in the United Arab Emirates (UAE). A 6-part questionnaire focused on the following areas of CME: the workshop leaders/trainers, the training experience, the relevance of CME information provided in the training session, the training approach, the convenience of CME sessions, and organizational support. Results from 147 respondents indicated moderate satisfaction with these 6 CME areas. Respondents did not indicate satisfaction with organizational support received. Furthermore, participants agreed with the importance of CME to professional development. In our sample of UAE health care workers, they agree on the importance and relevance of CME to the development of their profession, even though the majority of health care workers are expatriates. However, several issues must be addressed, such as organizational, logistical, and financial support to attend CME programs. These issues must be addressed in order to sustain the viability of healthcare workers attending CME.

Post-genomic science: cross-disciplinary and large-scale collaborative research and its organizational and technological challenges for the scientific research process.

PubMed

Welsh, Elaine; Jirotka, Marina; Gavaghan, David

2006-06-15

We examine recent developments in cross-disciplinary science and contend that a 'Big Science' approach is increasingly evident in the life sciences-facilitated by a breakdown of the traditional barriers between academic disciplines and the application of technologies across these disciplines. The first fruits of 'Big Biology' are beginning to be seen in, for example, genomics, (bio)-nanotechnology and systems biology. We suggest that this has profound implications for the research process and presents challenges both in technological design, in the provision of infrastructure and training, in the organization of research groups, and in providing suitable research funding mechanisms and reward systems. These challenges need to be addressed if the promise of this approach is to be fully realized. In this paper, we will draw on the work of social scientists to understand how these developments in science and technology relate to organizational culture, organizational change and the context of scientific work. We seek to learn from previous technological developments that seemed to offer similar potential for organizational and social change.

Screening and brief intervention for alcohol and other drug use in primary care: associations between organizational climate and practice.

PubMed

Cruvinel, Erica; Richter, Kimber P; Bastos, Ronaldo Rocha; Ronzani, Telmo Mota

2013-02-11

Numerous studies have demonstrated that positive organizational climates contribute to better work performance. Screening and brief intervention (SBI) for alcohol, tobacco, and other drug use has the potential to reach a broad population of hazardous drug users but has not yet been widely adopted in Brazil's health care system. We surveyed 149 primary health care professionals in 30 clinics in Brazil who were trained to conduct SBI among their patients. We prospectively measured how often they delivered SBI to evaluate the association between organizational climate and adoption/performance of SBI. Organizational climate was measured by the 2009 Organizational Climate Scale for Health Organizations, a scale validated in Brazil that assesses leadership, professional development, team spirit, relationship with the community, safety, strategy, and remuneration. Performance of SBI was measured prospectively by weekly assessments during the three months following training. We also assessed self-reported SBI and self-efficacy for performing SBI at three months post-training. We used inferential statistics to depict and test for the significance of associations. Teams with better organizational climates implemented SBI more frequently. Organizational climate factors most closely associated with SBI implementation included professional development and relationship with the community. The dimensions of leadership and remuneration were also significantly associated with SBI. Organizational climate may influence implementation of SBI and ultimately may affect the ability of organizations to identify and address drug use.

Perceived organizational problems in health care: a pilot test of the structured problem and success inventory.

PubMed

Nyström, Monica E; Terris, Darcey D; Sparring, Vibeke; Tolf, Sara; Brown, Claire R

2012-01-01

Our objective was to test whether the Structured Problem and Success Inventory (SPI) instrument could capture mental representations of organizational and work-related problems as described by individuals working in health care organizations and to test whether these representations varied according to organizational position. A convenience sample (n = 56) of middle managers (n = 20), lower-level managers (n = 20), and staff (n = 16) from health care organizations in Stockholm (Sweden) attending organizational development courses during 2003-2004 was recruited. Participants used the SPI to describe the 3 most pressing organizational and work-related problems. Data were systematically reviewed to identify problem categories and themes. One hundred sixty-four problems were described, clustered into 13 problem categories. Generally, middle managers focused on organizational factors and managerial responsibilities, whereas lower-level managers and staff focused on operational issues and what others did or ought to do. Furthermore, we observed similarities and variation in perceptions and their association with respondents' position within an organization. Our results support the need for further evaluation of the SPI as a promising tool for health care organizations. Collecting structured inventories of organizational and work-related problems from multiple perspectives may assist in the development of shared understandings of organizational challenges and lead to more effective and efficient processes of solution planning and implementation.

Technological iatrogenesis: the manifestation of inadequate organizational planning and the integration of health information technology.

PubMed

Palmieri, Patrick Albert; Peterson, Lori T; Corazzo, Luciano Bedoya

2011-01-01

The Institute of Medicine (IOM) views Health Information Technology (HIT) as an essential organizational prerequisite for the delivery of safe, reliable, and cost-effective health services. However, HIT presents the proverbial double-edged sword in generating solutions to improve system performance while facilitating the genesis of novel iatrogenic problems. Incongruent organizational processes give rise to technological iatrogenesis or the unintended consequences to system integrity and the resulting organizational outcomes potentiated by incongruent organizational-technological interfaces. HIT is a disruptive innovation for health services organizations but remains an overlooked organizational development (OD) concern. Recognizing the technology-organizational misalignments that result from HIT adoption is important for leaders seeking to eliminate sources of system instability. The Health Information Technology Iatrogenesis Model (HITIM) provides leaders with a conceptual framework from which to consider HIT as an instrument for organizational development. Complexity and Diffusion of Innovation theories support the framework that suggests each HIT adoption functions as a technological change agent. As such, leaders need to provide operational oversight to managers undertaking system change via HIT implementation. Traditional risk management tools, such as Failure Mode Effect Analysis and Root Cause Analysis, provide proactive pre- and post-implementation appraisals to verify system stability and to enhance system reliability. Reconsidering the use of these tools within the context of a new framework offers leaders guidance when adopting HIT to achieve performance improvement and better outcomes.

Organizational commitment of military physicians.

PubMed

Demir, Cesim; Sahin, Bayram; Teke, Kadir; Ucar, Muharrem; Kursun, Olcay

2009-09-01

An individual's loyalty or bond to his or her employing organization, referred to as organizational commitment, influences various organizational outcomes such as employee motivation, job satisfaction, performance, accomplishment of organizational goals, employee turnover, and absenteeism. Therefore, as in other sectors, employee commitment is crucial also in the healthcare market. This study investigates the effects of organizational factors and personal characteristics on organizational commitment of military physicians using structural equation modeling (SEM) on a self-report, cross-sectional survey that consisted of 635 physicians working in the 2 biggest military hospitals in Turkey. The results of this study indicate that professional commitment and organizational incentives contribute positively to organizational commitment, whereas conflict with organizational goals makes a significantly negative contribution to it. These results might help develop strategies to increase employee commitment, especially in healthcare organizations, because job-related factors have been found to possess greater impact on organizational commitment than personal characteristics.

Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations

PubMed Central

Sung, Sun Young; Choi, Jin Nam

2014-01-01

The present study examines the effects of training and development on organizational innovation. We specifically suggest that the training and development investments of an organization affect its innovative performance by promoting various learning practices. We empirically tested our hypothesis by using time-lagged, multi-source data collected from 260 Korean companies that represent diverse industries. Our analysis showed that corporate expenditure for internal training predicts interpersonal and organizational learning practices, which, in turn, increase innovative performance. The data also revealed that the positive relationship between interpersonal and organizational learning practices and innovative performance is stronger within organizations that have stronger innovative climates. By contrast, investment in employee development through financial support for education outside an organization poses a significant negative effect on its innovative performance and no significant effect on learning practices. The present study provides a plausible explanation for a mechanism through which the investment of an organization in employees enhances its innovative performance. Copyright © 2013 The Authors. PMID:25598576

Influence of Cultural, Organizational, and Automation Capability on Human Automation Trust: A Case Study of Auto-GCAS Experimental Test Pilots

NASA Technical Reports Server (NTRS)

Koltai, Kolina; Ho, Nhut; Masequesmay, Gina; Niedober, David; Skoog, Mark; Cacanindin, Artemio; Johnson, Walter; Lyons, Joseph

2014-01-01

This paper discusses a case study that examined the influence of cultural, organizational and automation capability upon human trust in, and reliance on, automation. In particular, this paper focuses on the design and application of an extended case study methodology, and on the foundational lessons revealed by it. Experimental test pilots involved in the research and development of the US Air Force's newly developed Automatic Ground Collision Avoidance System served as the context for this examination. An eclectic, multi-pronged approach was designed to conduct this case study, and proved effective in addressing the challenges associated with the case's politically sensitive and military environment. Key results indicate that the system design was in alignment with pilot culture and organizational mission, indicating the potential for appropriate trust development in operational pilots. These include the low-vulnerability/ high risk nature of the pilot profession, automation transparency and suspicion, system reputation, and the setup of and communications among organizations involved in the system development.

Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations.

PubMed

Sung, Sun Young; Choi, Jin Nam

2014-04-01

The present study examines the effects of training and development on organizational innovation. We specifically suggest that the training and development investments of an organization affect its innovative performance by promoting various learning practices. We empirically tested our hypothesis by using time-lagged, multi-source data collected from 260 Korean companies that represent diverse industries. Our analysis showed that corporate expenditure for internal training predicts interpersonal and organizational learning practices, which, in turn, increase innovative performance. The data also revealed that the positive relationship between interpersonal and organizational learning practices and innovative performance is stronger within organizations that have stronger innovative climates. By contrast, investment in employee development through financial support for education outside an organization poses a significant negative effect on its innovative performance and no significant effect on learning practices. The present study provides a plausible explanation for a mechanism through which the investment of an organization in employees enhances its innovative performance. Copyright © 2013 The Authors.

An Extended Case Study Methoology for Investigating Influence of Cultural, Organizational, and Automation Factors on Human-Automation Trust

NASA Technical Reports Server (NTRS)

Koltai, Kolina Sun; Ho, Nhut; Masequesmay, Gina; Niedober, David; Skoog, Mark; Johnson, Walter; Cacanindin, Artemio

2014-01-01

This paper discusses a case study that examined the influence of cultural, organizational and automation capability upon human trust in, and reliance on, automation. In particular, this paper focuses on the design and application of an extended case study methodology, and on the foundational lessons revealed by it. Experimental test pilots involved in the research and development of the US Air Forces newly developed Automatic Ground Collision Avoidance System served as the context for this examination. An eclectic, multi-pronged approach was designed to conduct this case study, and proved effective in addressing the challenges associated with the cases politically sensitive and military environment. Key results indicate that the system design was in alignment with pilot culture and organizational mission, indicating the potential for appropriate trust development in operational pilots. These include the low-vulnerabilityhigh risk nature of the pilot profession, automation transparency and suspicion, system reputation, and the setup of and communications among organizations involved in the system development.

Organizational responses to a changing aid environment: the German Agency for Technical Cooperation (GTZ).

PubMed

Hill, Peter S

2002-01-01

As a major European donor, German government development assistance faces a series of challenges. Recent political changes have raised expectations for demonstrable health outcomes as a result of German development assistance; there has been a deepened commitment to collaboration with other bilateral and multilateral donors; and partner countries are increasingly open to new approaches to development. German development assistance also reflects a new ethos of partnership and the shift to programmatic and sector based development approaches. At the same time, its particular organizational structure and administrative framework highlight the extent of structural and systems reforms required of donors by changing development relationships, and the tensions created in responding to these. This paper examines organizational changes within the German Agency for Technical Cooperation (Deutsche Gesellschaft für Technische, Zusammenarbeit) (GTZ), aimed at increasing its Regional, Sectoral, Managerial and Process competence as they affect health and related sectors. These include the decentralization of GTZ, the trend to integration of projects, the increasing focus on policy and health systems reform, increased inter-sectoral collaboration, changes in recruitment and training, new perspectives in planning and evaluation and the introduction of a quality management programme.

National Communicable Disease Surveillance System: A review on Information and Organizational Structures in Developed Countries.

PubMed

Bagherian, Hossein; Farahbakhsh, Mohammad; Rabiei, Reza; Moghaddasi, Hamid; Asadi, Farkhondeh

2017-12-01

To obtain necessary information for managing communicable diseases, different countries have developed national communicable diseases surveillance systems (NCDSS). Exploiting the lesson learned from the leading countries in development of surveillance systems provides the foundation for developing these systems in other countries. In this study, the information and organizational structure of NCDSS in developed countries were reviewed. The study reviewed publications found on the organizational structure, content and data flow of NCDSS in the United States of America (USA), Australia and Germany that were published in English between 2000 and 2016. The publications were identified by searching the CINAHL, Science Direct, ProQuest, PubMed, Google Scholar databases and the related databases in selected countries. Thirty-four studies were investigated. All of the reviewed countries have implemented the NCDSS. In majority of countries the department of health (DoH) is responsible for managing this system. The reviewed countries have created a minimum data set for reporting communicable diseases data and information. For developing NCDSS, establishing coordinator centers, setting the effective policies and procedures, providing appropriate communication infrastructures for data exchange and defining a communicable diseases minimum data set are essential.

Organizational Effectiveness: Development and Validation of Integrated Models. Report 1. Development of an Integrated Multivariate Model of Organizational Effectiveness

DTIC Science & Technology

1982-04-01

Seashore, 1966; Ivancevich & Donnelly, 1970). Others explore the nature of the concept itself by examining the relationships among various...members are socialized. It is represented in measures of turnover (Berk, 1977; Marrow, Bowers & Seashore, 1967; Ivancevich & Donnelly, 1970...Georgopoulos, B. S., & Seashore, S. E. Superior-subordinate relationships and performance. Personnel Psychology, 1961, 14, 357-374. Ivancevich , J. M

Factor Stability of the Organizational Assessment Package.

DTIC Science & Technology

1982-08-01

AD-AI7 122 LEADERSHIP AND MANAGEMENT DEVELOPMENT CENTER MAXWELL--ETC F/6ř/1 FACTOR STABILITY OF THE ORGANIZATIONAL ASSESSMENT PACKAGE.(U) UCAUG 82...the Leadership AM Manaemenat D Center (LIUC), NaxwllI Alir Force Base,, AlIbama, report a cinpltt project documented by literature review references... Leadership and Management Development Center (ATC) Maxwell Air Force Base, Alabama 36112 11. CONTROLLING OFFICE NAME AND ADDRESS 12. REPORT DATE

Measuring and Enhancing Organizational Productivity: An Annotated Bibliography.

DTIC Science & Technology

1981-07-01

Repor for Peritod April 1 9811 - Jur. 19841 U R E S LABORATORY AIR FORCE SYSTEMS COMMAND BROOKS AIR FORCE BASETEXAS 78235 81 8 06060 NOTICE When U.S...personnel utilization, retention and productivity. To develop an effective force management system , research is needed to provide Air Force managers with...2) formal production incentive systems , (3) manpower planning, and (4) behavioral science and organizational design. He argues for developing

Transforming the organizational culture of a school of nursing through innovative program development.

PubMed

Lange, Jean W; Ingersoll, Gail; Novotny, Jeanne M

2008-01-01

This article illustrates how a grant designed to promote new program development provided a vehicle for organizational transformation. The collaboration surrounding this initiative created a common focus within the school that more effectively channeled its resources and resulted in an unprecedented level of scholarly achievement and recognition. Faculty leveraged the success of this initial grant to procure additional funding for related projects. The importance of partnerships and teamwork were two valuable lessons learned. We believe that our experience is replicable in other schools of nursing interested in organizational transformation. Gibson and Barsade's model of managed change guided the project's implementation and evaluation processes. Recommendations for engaging faculty, gaining support, and developing a collaborative network are discussed in the article, with findings from a stakeholder-focused evaluation demonstrating new program goal achievement as well as the transformative changes that occurred in the organizational culture. A focused, theory-derived program plan, with comprehensive process and outcome evaluation components resulted in a major transformation of one school of nursing. Unanticipated outcomes included renewed synergy among faculty; the development of a preferred vision for the future; scholarly collaboration around a central theme that effectively channeled limited resources and dramatically increased productivity; increased regional and national recognition; and the creation of regional, national, and international partnerships.

Contingency theoretic methodology for agent-based web-oriented manufacturing systems

NASA Astrophysics Data System (ADS)

Durrett, John R.; Burnell, Lisa J.; Priest, John W.

2000-12-01

The development of distributed, agent-based, web-oriented, N-tier Information Systems (IS) must be supported by a design methodology capable of responding to the convergence of shifts in business process design, organizational structure, computing, and telecommunications infrastructures. We introduce a contingency theoretic model for the use of open, ubiquitous software infrastructure in the design of flexible organizational IS. Our basic premise is that developers should change in the way they view the software design process from a view toward the solution of a problem to one of the dynamic creation of teams of software components. We postulate that developing effective, efficient, flexible, component-based distributed software requires reconceptualizing the current development model. The basic concepts of distributed software design are merged with the environment-causes-structure relationship from contingency theory; the task-uncertainty of organizational- information-processing relationships from information processing theory; and the concept of inter-process dependencies from coordination theory. Software processes are considered as employees, groups of processes as software teams, and distributed systems as software organizations. Design techniques already used in the design of flexible business processes and well researched in the domain of the organizational sciences are presented. Guidelines that can be utilized in the creation of component-based distributed software will be discussed.

Moderating effects of nurses' organizational support on the relationship between job satisfaction and organizational commitment.

PubMed

Chang, Ching-Sheng

2015-06-01

The aim was to investigate whether job satisfaction enhances organizational commitment among nursing personnel while exploring whether organizational support perception has a moderating effect on the relationship between their job satisfaction and organizational commitment. A cross-sectional survey was sent to 400 nurses; 386 valid questionnaires were collected, with a valid response rate of 96.5%. According to the research findings, nurses' job satisfaction has a positive and significant influence on organizational commitment. Results also indicated that the moderating effect of nurses' organizational support perception on the relationship between their job satisfaction and organizational commitment was stronger for high organizational support perception than it was for low organizational support perception. This study suggests that organizational support perception will develop a sense of belonging, and this will help improve nurses' job satisfaction and organizational commitment. This kind of relationship is rarely discussed in the research literature, and it can be applied for human resources management of nursing staff. © The Author(s) 2014.

Organizational practices, work demands and the well-being of employees: a follow-up study in the metal industry and retail trade.

PubMed

Tuomi, Kaija; Vanhala, Sinikka; Nykyri, Erkki; Janhonen, Minna

2004-03-01

Rapid technological change and increased international competition have changed working life and work organizations. These changes may not be considered when researching employee work ability and well-being. This study investigates the impact of organizational practices, work demands and individual factors on work ability, organizational commitment and mental well-being of employees in the metal industry and retail trade. A follow-up study was conducted to examine these connections among 1389 employees (mean age 42 years at baseline) in 91 organizations. The first survey was conducted in 1998 and was repeated in 2000. Changes in organizational practices and the demands of work were strongly associated with changes in employee well-being. Work ability, organizational commitment and the mental well-being of employees were increased most if the opportunities for development and influence and the promotion of employee well-being were increased and if the supervisory support and organization of work were improved. Well-being also improved with less uncertainty at work and with decreasing mental and physical work demands. In addition physical exercise and affluence also had favourable effects. The results confirm that several features of organizational practices are strongly associated with employees' well-being. Organizational development is an important method of improving employees' work ability, commitment and well-being.

ORGANIZATIONAL RISK COMMUNICATION

EPA Science Inventory

Ris communication tools in organizations differs in several ways from many of tools and techniques developed for public meetings. The traditional view of risk communication seeks to manage the public outrage ssociated with site-based issues. Organizational risk communication seek...

Organizational Schemes of Information Resources in Top 50 Academic Business Library Websites

ERIC Educational Resources Information Center

Kim, Soojung; DeCoster, Elizabeth

2011-01-01

This paper analyzes the organizational schemes of information resources found in top 50 academic business library websites through content analysis and discusses the development and evaluation of the identified schemes.

Endocrine modulation of the adolescent brain: a review.

PubMed

Vigil, Pilar; Orellana, Renán F; Cortés, Manuel E; Molina, Carmen T; Switzer, Barbara E; Klaus, Hanna

2011-12-01

Neurophysiological and behavioral development is particularly complex in adolescence. Youngsters experience strong emotions and impulsivity, reduced self-control, and preference for actions which offer immediate rewards, among other behavioral patterns. Given the growing interest in endocrine effects on adolescent central nervous system development and their implications on later stages of life, this article reviews the effects of gonadal steroid hormones on the adolescent brain. These effects are classified as organizational, the capacity of steroids to determine nervous system structure during development, and activational, the ability of steroids to modify nervous activity to promote certain behaviors. During transition from puberty to adolescence, steroid hormones trigger various organizational phenomena related to structural brain circuit remodelling, determining adult behavioral response to steroids or sensory stimuli. These changes account for most male-female sexual dimorphism. In this stage sex steroids are involved in the main functional mechanisms responsible for organizational changes, namely myelination, neural pruning, apoptosis, and dendritic spine remodelling, activated only during embryonic development and during the transition from puberty to adolescence. This stage becomes a critical organizational window when the appropriately and timely exerted functions of steroid hormones and their interaction with some neurotransmitters on adolescent brain development are fundamental. Thus, understanding the phenomena linking steroid hormones and adolescent brain organization is crucial in the study of teenage behavior and in later assessment and treatment of anxiety, mood disorders, and depression. Adolescent behavior clearly evidences a stage of brain development influenced for the most part by steroid hormones. Copyright © 2011 North American Society for Pediatric and Adolescent Gynecology. Published by Elsevier Inc. All rights reserved.

Analysis of the Primary School Teachers' Perception of Organizational Health in Terms of Different Variables

ERIC Educational Resources Information Center

Cemaloglu, Necati

2006-01-01

The aim of this study is to analyse the primary school teachers' perception of organizational health in terms of different variables. The sampling of the study is comprised of 385 primary school teachers who attended a course in Aksaray and Esenkoy in-service training centers. The Organizational Health Inventory (OHI-S), which was developed by Hoy…

PLANNED CHANGE AND ORGANIZATIONAL HEALTH--FIGURE AND GROUND. CHAPTER 2, CHANGE PROCESSES IN THE PUBLIC SCHOOLS.

ERIC Educational Resources Information Center

MILES, MATTHEW B.

PLANNED CHANGE, CONDITIONED BY THE STATE OF THE SYSTEM IN WHICH IT OCCURS, MUST TAKE THE IMPROVEMENT OF ORGANIZATIONAL HEALTH AS A PRIMARY TARGET. THE HEALTHY SCHOOL SYSTEM IS ABLE TO FUNCTION EFFECTIVELY AND TO DEVELOP INTO A MORE FULLY FUNCTIONING SYSTEM. OF TEN ORGANIZATIONAL HEALTH DIMENSIONS APPLICABLE TO SCHOOLS, THREE ARE TASK CENTERED…

Air Force Nuclear Enterprise Organization: A Case Study

DTIC Science & Technology

2016-09-15

will improve the performance of the AFNE. Based on analysis of commercial and industrial business models, what organizational structure , or...Business Dictionary 2015). Organizational structures will be developed based on decisions made with regards to design. The core of an...work flows. Based on design parameter decisions, senior leaders will establish an organizational structure that includes the layout of the

Organizational resilience as a human capital strategy for companies in bankruptcy.

PubMed

Wilson, Robert L

2016-05-27

Bankruptcy is a crisis that generates severe stress and anxiety, resulting in maladaptive behavior and inappropriate decision-making at both individual and organizational levels. There is limited research or guidance for management to address the consequences of bankruptcy on an organization's human capital. This study examined the human capital management principle of organizational resilience that was employed by a company that successfully reorganized and emerged from bankruptcy. This study translated seven principles of organizational resilience proposed by Mallak to operationalize a conceptual model of organizational resilience for companies operating in bankruptcy. The model is evaluated using a qualitative research approach comprised of an original case study of Integrated Electrical Services, Inc. The results of the research points to the importance of de-centralized operational decision making, expanding communication channels, ensuring adequate external resources, and engaging external stakeholders in the management of an organization seeking to successfully operate and ultimately emerge from bankruptcy. The research identified the central importance of expanding decision making boundaries in the resilience of organizations and their ability to adapt when under adverse conditions such as bankruptcy. The implications support an organization developing a human resource strategy to develop organizational resilience.

Improving performance through an organizational culture of employee expertise.

PubMed

Jacobs, R L

1996-01-01

Managers can do many things to improve organizational performance, but the accomplishments of the most skillful employees often are most important. This article makes the point that managers should be aware of employee expertise and its relationship to organizational performance. The article also describes the components of an organizational culture of employee expertise. An organizational culture of employee expertise builds on the learning organization metaphor that has frequently appeared in the management literature. How employees develop expertise to do their jobs is emerging as a critical issue for organizations, and managers will likely play a key role in that process.

Organizational change tactics: the evidence base in the literature.

PubMed

Packard, Thomas; Shih, Amber

2014-01-01

Planned organizational change processes can be used to address the many challenges facing human service organizations (HSOs) and improve organizational outcomes. There is massive literature on organizational change, ranging from popular management books to academic research on specific aspects of change. Regarding HSOs, there is a growing literature, including increasing attention to implementation science and evidence-based practices. However, research which offers generalizable, evidence-based guidelines for implementing change is not common. The purpose of the authors was to assess the evidence base in this organizational change literature to lay the groundwork for more systematic knowledge development in this important field.

Is the Organizational Culture of the U.S. Army Congruent with the Professional Development of Its Senior Level Officer Corps

DTIC Science & Technology

2010-09-01

U.S. Army War College. Yeung, A. K. O., Brockbank , J. W. and Ulrich , D. O., (1991), “Organizational Culture and Human Resources Practices: An...organizational members. Accordingly, Mar- tin et al. ( 1997 ), emphasize that studies of organiza- tional culture share a common objective, which is “to...actions of organizational members” (Martin et al., 1997 , p. 3). An organization’s culture enables its members to work through the basic prob- lems of

From youth worker professional development to organizational change.

PubMed

Rana, Sheetal; Baumgardner, Briana; Germanic, Ofir; Graff, Randy; Korum, Kathy; Mueller, Megan; Randall, Steve; Simmons, Tim; Stokes, Gina; Xiong, Will; Peterson, Karen Kolb

2013-01-01

An ongoing, innovative youth worker professional development is described in this article. This initiative began as youth worker professional development and then transcended to personal and organizational development. It grew from a moral response of Saint Paul Parks and Recreation staff and two faculty members of Youth Studies, University of Minnesota to offer higher-quality services to youth for their healthy development. Its underlying philosophies and ethos included building and sustaining meaningful relationships, cocreating a space for learning and change, becoming a reflecting practitioner, and community organizing. This professional development responded to the participants' interests and needs or to local situations in that moment, that space, and the discussions, and took on different shapes at different times. There were many accomplishments of, challenges and barriers to, and lessons learned from this professional development. Copyright © 2013 Wiley Periodicals, Inc., A Wiley Company.

Hospital readiness for health information exchange: development of metrics associated with successful collaboration for quality improvement.

PubMed

Korst, Lisa M; Aydin, Carolyn E; Signer, Jordana M K; Fink, Arlene

2011-08-01

The development of readiness metrics for organizational participation in health information exchange is critical for monitoring progress toward, and achievement of, successful inter-organizational collaboration. In preparation for the development of a tool to measure readiness for data-sharing, we tested whether organizational capacities known to be related to readiness were associated with successful participation in an American data-sharing collaborative for quality improvement. Cross-sectional design, using an on-line survey of hospitals in a large, mature data-sharing collaborative organized for benchmarking and improvement in nursing care quality. Factor analysis was used to identify salient constructs, and identified factors were analyzed with respect to "successful" participation. "Success" was defined as the incorporation of comparative performance data into the hospital dashboard. The most important factor in predicting success included survey items measuring the strength of organizational leadership in fostering a culture of quality improvement (QI Leadership): (1) presence of a supportive hospital executive; (2) the extent to which a hospital values data; (3) the presence of leaders' vision for how the collaborative advances the hospital's strategic goals; (4) hospital use of the collaborative data to track quality outcomes; and (5) staff recognition of a strong mandate for collaborative participation (α=0.84, correlation with Success 0.68 [P<0.0001]). The data emphasize the importance of hospital QI Leadership in collaboratives that aim to share data for QI or safety purposes. Such metrics should prove useful in the planning and development of this complex form of inter-organizational collaboration. Copyright © 2011 Elsevier Ireland Ltd. All rights reserved.

Hospital readiness for health information exchange: development of metrics associated with successful collaboration for quality improvement

PubMed Central

Korst, Lisa M.; Aydin, Carolyn E.; Signer, Jordana M. K.; Fink, Arlene

2011-01-01

Objective The development of readiness metrics for organizational participation in health information exchange is critical for monitoring progress toward, and achievement of, successful inter-organizational collaboration. In preparation for the development of a tool to measure readiness for data-sharing, we tested whether organizational capacities known to be related to readiness were associated with successful participation in an American data-sharing collaborative for quality improvement. Design Cross-sectional design, using an on-line survey of hospitals in a large, mature data-sharing collaborative organized for benchmarking and improvement in nursing care quality. Measurements Factor analysis was used to identify salient constructs, and identified factors were analyzed with respect to “successful” participation. “Success” was defined as the incorporation of comparative performance data into the hospital dashboard. Results The most important factor in predicting success included survey items measuring the strength of organizational leadership in fostering a culture of quality improvement (QI Leadership): 1) presence of a supportive hospital executive; 2) the extent to which a hospital values data; 3) the presence of leaders’ vision for how the collaborative advances the hospital’s strategic goals; 4) hospital use of the collaborative data to track quality outcomes; and 5) staff recognition of a strong mandate for collaborative participation (α = 0.84, correlation with Success 0.68 [P < 0.0001]). Conclusion The data emphasize the importance of hospital QI Leadership in collaboratives that aim to share data for QI or safety purposes. Such metrics should prove useful in the planning and development of this complex form of inter-organizational collaboration. PMID:21330191

Conversations with commanders: a tool for organizational learning.

PubMed

Engells, Thomas E; Adcox, William H

2010-01-01

In this article the authors report on how police-developed management concepts--Compstat and Intelligence-Led Policing--were successfully applied and used to advance organizational learning in a public safety function of an academic medical center.

Certificate management entities for a connected vehicle environment : public workshop read-ahead document.

DOT National Transportation Integrated Search

2012-04-06

This document presents an overview of work conducted to date around development and analysis of organizational and operational models for certificate management in the connected vehicle environment. Functions, organizational models, technical backgro...

5 CFR 412.401 - Continuing executive development.

Code of Federal Regulations, 2011 CFR

2011-01-01

... participation in short-term and longer-term experiences, meet organizational needs for leadership, managerial improvement, and organizational results; (2) Address enhancement of existing executive competencies and such other competencies as will strengthen the executive's performance; (3) Outline developmental...

Evaluation of organizational support for use of online information resources in nursing care.

PubMed

Kahouei, Mehdi; Ahmadi, Zahra; Kazemzadeh, Farzaneh

2014-12-01

While there is general agreement concerning the barriers to use online information resources in nursing decisions, there have not been any studies that demonstrate how healthcare organizations have overcome these obstacles in developing countries. The purpose of this present study was to evaluate organizational support of healthcare organizations after introducing information technology for the use of online information resources in nursing care. This study was performed on nurses and nursing students in hospitals affiliated to the Semnan University of Medical Sciences, Iran. The findings showed that the use of online information resources was not adequately supported by healthcare social networks and the role of leadership has received minimal attention. There appears to be little confidence in the usefulness of evidence-based practice (EBP) in nursing care in Iranian society. The development of organizational norms for EBP behavior within an organization is important, and in order to monitor the development of these behaviors, the cultural competence in the healthcare institutions should be assessed and measured. However, it is far more difficult to develop a robust design, which encompasses the implementation of EBP across an entire organization. Such studies are highly complex and would need to be adapted as the organization changed, in addition, they would be likely to take considerable time to complete. Nevertheless, such studies are essential if a full understanding of organizational approaches to promoting EBP in developing countries is to occur. © 2014 Chinese Cochrane Center, West China Hospital of Sichuan University and Wiley Publishing Asia Pty Ltd.

What constitutes an effective community pharmacy?--development of a preliminary model of organizational effectiveness through concept mapping with multiple stakeholders.

PubMed

Scahill, S L; Harrison, J; Carswell, P

2010-08-01

To develop a multi-constituent model of organizational effectiveness for community pharmacy. Using Concept Systems software, a project with 14 stakeholders included a three stage process: (i) face to face brainstorming to generate statements describing what constitutes an effective community pharmacy, followed by (ii) statement reduction and approval by participants, followed by (iii) sorting of the statements into themes with rating of each statement for importance. Primary care in a government-funded, national health care system. A multi-constituent group representing policy-makers and health care providers including; community pharmacy, professional pharmacy organizations, primary health care funders and policy-makers, general practitioners and general practice support organizations. Statement clusters included: 'has safe and effective workflows', 'contributes to the safe use of medicines', 'manages human resources and has leadership', 'has a community focus', 'is integrated within primary care', 'is a respected innovator', 'provides health promotion and preventative care', 'communicates and advocates'. These clusters fit into a quadrant model setting stakeholder focus against role development. The poles of stakeholder focus are 'internal capacity' and 'social utility'. The poles of role development are labelled 'traditional safety roles' and 'integration and innovation'. Organizational effectiveness in community pharmacy includes the internal and external focus of the organization and role development. Our preliminary model describes an effective community pharmacy and provides a platform for investigation of the factors that may influence the organizational effectiveness of individual community pharmacies now and into the future.

Nursing Professional Development Organizational Value Demonstration Project.

PubMed

Harper, Mary G; Aucoin, Julia; Warren, Joan I

2016-01-01

A common question nursing professional development (NPD) practitioners ask is, "How many NPD practitioners should my organization have?" This study examined correlations among facility size and structure, NPD practitioner characteristics and time in service, and organizational outcomes. Organizations with a higher rate of NPD full-time equivalents per bed had higher patient satisfaction with nurses' communication and provision of discharge instruction on their HCAHPS (Hospital Consumer Assessment of Healthcare Provider and Systems) scores.

Beyond dark and bright: towards a more holistic understanding of inter-group networks.

PubMed

Hejnova, Petra

2010-01-01

Networks are becoming a popular organizational form for structuring human activities. To date, scholars have addressed networks in a variety of fields, including sociology, economics, public administration, criminology, political science, and international security. However, little has been done so far to systematically examine the similarities, differences, and connections between network forms of organization across different academic disciplines. This has important implications for both theory and practice. The lack of attention paid to organizational similarities and differences prevents the exchange of knowledge developed across fields. In turn, policy-makers cannot take full advantage of existing research, and may miss opportunities to improve the work of some networks and combat that of others. To address this gap in the literature, this paper uses the combination of organizational environments and organizational goals to develop a new typology of inter-group networks, and thus improve our understanding of how human behaviour is coordinated through networks.

Organizing the HIV vaccine development effort.

PubMed

Voronin, Yegor; Snow, William

2013-09-01

To describe and compare the diverse organizational structures and funding mechanisms applied to advance HIV preventive vaccine research and development and to help explain and inform evolving infrastructures and collaborative funding models. On the basis of models that have been tried, improved or abandoned over three decades, the field seems to have settled into a relatively stable set of diverse initiatives, each with its own organizational signature. At the same time, this set of organizations is forging cross-organizational collaborations, which promise to acquire newly emergent beneficial properties. Strong motivation to expedite HIV vaccine R&D has driven a diversity of customized and inventive organizational approaches, largely government and foundation funded. Although no one approach has proven a panacea, the field has evolved into a constellation of often overlapping organizations that complement or reinforce one another. The Global HIV Vaccine Enterprise, a responsive, rapidly evolving loose infrastructure, is an innovative collaboration to catalyze that evolution.

Coevolution of patients and hospitals: how changing epidemiology and technological advances create challenges and drive organizational innovation.

PubMed

Lega, Federico; Calciolari, Stefano

2012-01-01

Over the last 20 years, hospitals have revised their organizational structures in response to new environmental pressures. Today, demographic and epidemiologic trends and recent technological advances call for new strategies to cope with ultra-elderly frail patients characterized by chronic conditions, high-severity health problems, and complex social situations. The main areas of change surround new ways of managing emerging clusters of patients whose needs are not efficiently or effectively met within traditional hospital organizations. Following the practitioner and academic literature, we first identify the most relevant clusters of new kinds of patients who represent an increasingly larger share of the hospital population in developed countries. Second, we propose a framework that synthesizes the major organizational innovations adopted by successful organizations around the world. We conclude by substantiating the trends of and the reasoning behind the prospective pattern of hospital organizational development.

Organizing the HIV Vaccine Development Effort

PubMed Central

Voronin, Yegor; Snow, William

2014-01-01

Purpose of Review Describe and compare the diverse organizational structures and funding mechanisms applied to advance HIV preventive vaccine research and development, to help explain and inform evolving infrastructures and collaborative funding models. Recent Findings Based on models that have been tried, improved or abandoned over three decades, the field seems to have settled into a relatively stable set of diverse initiatives, each with its own organizational signature. At the same time, this set of organizations is forging cross-organizational collaborations, which promise to acquire newly emergent beneficial properties. Summary Strong motivation to expedite HIV vaccine R&D has driven a diversity of customized and inventive organizational approaches, largely government and foundation funded. While no one approach has proven a panacea, the field has evolved into a constellation of often overlapping organizations that complement or reinforce one another. The Global HIV Vaccine Enterprise, a responsive, rapidly evolving loose infrastructure, is an innovative collaboration to catalyze that evolution. PMID:23924997

Methodology Of PACS Effectiveness Evaluation As Part Of A Technology Assessment. The Dutch PACS Project Extrapolated.

NASA Astrophysics Data System (ADS)

Andriessen, J. H. T. H.; van der Horst-Bruinsma, I. E.; ter Haar Romeny, B. M.

1989-05-01

The present phase of the clinical evaluation within the Dutch PACS project mainly focuses on the development and evaluation of a PACSystem for a few departments in the Utrecht University hospital (UUH). A report on the first clinical experiences and a detailed cost/savings analysis of the PACSystem in the UUH are presented elsewhere. However, an assessment of the wider fmancial and organizational implications for hospitals and for the health sector is also needed. To this end a model for (financial) cost assessment of PACSystems is being developed by BAZIS. Learning from the actual pilot implementation in UUH we realized that general Technology Assessment (TA) also calls for an extra-polation of the medical and organizational effects. After a short excursion into the various approaches towards TA, this paper discusses the (inter) organizational dimensions relevant to the development of the necessary exttapolationmodels.

Training people with HIV disease for involvement in community planning process: Project LEAP. Learning Empowerment Advocacy, Participation.

PubMed

Halloran, J P; Ross, M W; Huffman, L

1996-01-01

Social and political pressure, as well as public health theory, mandate inclusion of PLWHIV in community planning and policy development processes. Barriers to PLWHIV participation may be cognitive, instrumental, and/or affective. The authors report on development, implementation, and initial evaluation of a pilot project testing a psychoeducational intervention to increase organizational participation by people with HIV. Organizational participation by individual increased from a mean of 0.5 organizations at entry to 2.3 at follow-up. Evaluation data indicate that increases in self-esteem, self-confidence, and specific knowledge, along with demystification of organizational operations, networking, and modeling by project staff contributed to the outcome.

[Organization development of the public health system].

PubMed

Pfaff, Holger; Klein, Jürgen

2002-05-15

Changes in the German health care system require changes in health care institutions. Organizational development (OD) techniques can help them to cope successfully with their changing environment. OD is defined as a collective process of learning aiming to induce intended organizational change. OD is based on social science methods and conducted by process-oriented consultants. In contrast to techniques of organizational design, OD is characterized by employee participation. One of the most important elements of OD is the so-called "survey-feedback-technique". Five examples illustrate how the survey-feedback-technique can be used to facilitate organisational learning. OD technique supports necessary change in health care organizations. It should be used more frequently.

A leadership challenge: staff nurse perceptions after an organizational TeamSTEPPS initiative.

PubMed

Castner, Jessica; Foltz-Ramos, Kelly; Schwartz, Diane G; Ceravolo, Diane J

2012-10-01

The purpose of this study was to measure RNs' perceptions of teamwork skills and behaviors in their work environment during a multiphase multisite nursing organizational teamwork development initiative. Teamwork is essential for patient safety in healthcare organizations and nursing teams. Organizational development supporting effective teamwork should include a just culture, engaged leadership, and teamwork training. A cross-sectional survey study of bedside RNs was conducted in one 5-hospital healthcare system after a TeamSTEPPS teamwork training initiative. TeamSTEPPS teamwork training related to improved RN perceptions of leadership. Initiatives to align the perspectives and teamwork efforts of leaders and bedside nurses are indicated and should involve charge nurses in the design.

Facilitating the Specification Capture and Transformation Process in the Development of Multi-Agent Systems

NASA Technical Reports Server (NTRS)

Filho, Aluzio Haendehen; Caminada, Numo; Haeusler, Edward Hermann; vonStaa, Arndt

2004-01-01

To support the development of flexible and reusable MAS, we have built a framework designated MAS-CF. MAS-CF is a component framework that implements a layered architecture based on contextual composition. Interaction rules, controlled by architecture mechanisms, ensure very low coupling, making possible the sharing of distributed services in a transparent, dynamic and independent way. These properties propitiate large-scale reuse, since organizational abstractions can be reused and propagated to all instances created from a framework. The objective is to reduce complexity and development time of multi-agent systems through the reuse of generic organizational abstractions.

Development of assessment tools to measure organizational support for employee health.

PubMed

Golaszewski, Thomas; Barr, Donald; Pronk, Nico

2003-01-01

To develop systems that measure and effect organizational support for employee health. Multiple studies and developmental projects were reviewed that show the process of instrument development, metric quality testing, utilization within intervention studies, and prediction modeling efforts. Demographic patterns indicate high support levels and relationships of subsections to various employee health risks. Successes with the initial version have given rise to 2 additional evaluation tools. The availability of these systems illustrates how ecological models can be practically applied. Such efforts contribute to the paradigm shift in worksite health promotion that focuses on the organization as the target of intervention.

Multicultural development in human services agencies: challenges and solutions.

PubMed

Hyde, Cheryl A

2004-01-01

Comprehensive multicultural organizational development (MCOD) is increasingly necessary in human services agencies. This article presents results from an exploratory study that identified challenges and solutions to MCOD, against the backdrop of daily realities of agency life. The author conducted interviews with 20 consultants and 20 practitioners experienced in MCOD. Qualitative analysis revealed four challenges--socioeconomic environment, organizational dynamics, conceptualization of the change effort, and consultant competence; and four solutions--collaborative environmental relations, leadership development, assessment and planning, and consultant selection. Results suggest the complexities of MCOD and ways that human services agencies can sustain such efforts.

Development and Psychometric Properties of a Scale to Measure Hospital Organizational Culture for Cardiovascular Care.

PubMed

Bradley, Elizabeth H; Brewster, Amanda L; Fosburgh, Heather; Cherlin, Emily J; Curry, Leslie A

2017-03-01

Because organizational culture is increasingly understood as fundamental to achieving high performance in hospital and other healthcare settings, the ability to measure this nuanced concept empirically has gained importance. Aside from measures of patient safety culture, no measure of organizational culture has been widely endorsed in the medical literature, limiting replication of previous findings and broader use in interventional studies. We sought to develop and assess the validity and reliability of a scale for assessing organizational culture in the context of hospitals' efforts to reducing 30-day risk-standardized mortality after acute myocardial infarction. The 31-item scale was completed by 147 individuals representing 10 hospitals during August and September 2014. The resulting organizational culture scale demonstrated high level of construct validity and internal consistency. Factor analyses indicated that the 31 items loaded well (loading values 0.48-0.90), supporting distinguishable domains of (1) learning environment, (2) psychological safety, (3) commitment to the organization, (4) senior management support, and (5) time for improvement efforts. Cronbach α coefficients were 0.94 for the scale and ranged from 0.77 to 0.88 for the subscales. The scale displayed reasonable convergent validity and statistically significant variability across hospitals, with hospital identity accounting for 11.3% of variance in culture scores across respondents. We developed and validated a relatively easy-to-administer survey that was able to detect substantial variability in organizational culture across different hospitals and may be useful in measuring hospital culture and evaluating changes in culture over time as part performance improvement efforts. © 2017 American Heart Association, Inc.

Culture Matters in Successful Curriculum Change: An International Study of the Influence of National and Organizational Culture Tested With Multilevel Structural Equation Modeling.

PubMed

Jippes, Mariëlle; Driessen, Erik W; Broers, Nick J; Majoor, Gerard D; Gijselaers, Wim H; van der Vleuten, Cees P M

2015-07-01

National culture has been shown to play a role in curriculum change in medical schools, and business literature has described a similar influence of organizational culture on change processes in organizations. This study investigated the impact of both national and organizational culture on successful curriculum change in medical schools internationally. The authors tested a literature-based conceptual model using multilevel structural equation modeling. For the operationalization of national and organizational culture, the authors used Hofstede's dimensions of culture and Quinn and Spreitzer's competing values framework, respectively. To operationalize successful curriculum change, the authors used two derivates: medical schools' organizational readiness for curriculum change developed by Jippes and colleagues, and change-related behavior developed by Herscovitch and Meyer. The authors administered a questionnaire in 2012 measuring the described operationalizations to medical schools in the process of changing their curriculum. Nine hundred ninety-one of 1,073 invited staff members from 131 of 345 medical schools in 56 of 80 countries completed the questionnaire. An initial poor fit of the model improved to a reasonable fit by two suggested modifications which seemed theoretically plausible. In sum, characteristics of national culture and organizational culture, such as a certain level of risk taking, flexible policies and procedures, and strong leadership, affected successful curriculum change. National and organizational culture influence readiness for change in medical schools. Therefore, medical schools considering curriculum reform should anticipate the potential impact of national and organizational culture.

Organizational Productivity Measurement: The Development and Evaluation of an Integrated Approach.

DTIC Science & Technology

1987-07-01

measurement and aggregation strategy also has applications in management r information systems, performance appraisal , and other situations where multiple...larger organizational units. The basic measurement and aggregation strategy also has applications in manage- "".". ment information systems, criterion...much has been written on the subject of organizational productiv- ity, there is little consensus concerning its definition ( Tuttle , 1983). Such a lack

Connection between Organizational Culture and Development of Achievement Motive of Students of the Faculty of Management

ERIC Educational Resources Information Center

Bubulj, Milan; Arsenijevi, Olja; Simic, Jelena

2011-01-01

The authors of this paper are engaged in studying the organizational culture and achievement motive, by carrying out their studies among the students of the Faculty of Management in Novi Sad, AP Vojvodina, Serbia. The problem of this paper's research was set by the question: is there a connection of a dominantly present organizational culture and…

Organizational Conflict Management as Disputing Process: The Problem of Social Escalation.

ERIC Educational Resources Information Center

Morrill, Calvin; Thomas, Cheryl King

1992-01-01

Develops an instrument to study organizational conflict management as a disputing process involving the social escalation from grievance to conflict and dispute stages. Finds differences in dispute process according to different strengths of informal relations. (SR)

Development and assessment of the Alberta Context Tool.

PubMed

Estabrooks, Carole A; Squires, Janet E; Cummings, Greta G; Birdsell, Judy M; Norton, Peter G

2009-12-15

The context of healthcare organizations such as hospitals is increasingly accepted as having the potential to influence the use of new knowledge. However, the mechanisms by which the organizational context influences evidence-based practices are not well understood. Current measures of organizational context lack a theory-informed approach, lack construct clarity and generally have modest psychometric properties. This paper presents the development and initial psychometric validation of the Alberta Context Tool (ACT), an eight dimension measure of organizational context for healthcare settings. Three principles guided the development of the ACT: substantive theory, brevity, and modifiability. The Promoting Action on Research Implementation in Health Services (PARiHS) framework and related literature were used to guide selection of items in the ACT. The ACT was required to be brief enough to be tolerated in busy and resource stretched work settings and to assess concepts of organizational context that were potentially modifiable. The English version of the ACT was completed by 764 nurses (752 valid responses) working in seven Canadian pediatric care hospitals as part of its initial validation. Cronbach's alpha, exploratory factor analysis, analysis of variance, and tests of association were used to assess instrument reliability and validity. Factor analysis indicated a 13-factor solution (accounting for 59.26% of the variance in 'organizational context'). The composition of the factors was similar to those originally conceptualized. Cronbach's alpha for the 13 factors ranged from .54 to .91 with 4 factors performing below the commonly accepted alpha cut off of .70. Bivariate associations between instrumental research utilization levels (which the ACT was developed to predict) and the ACT's 13 factors were statistically significant at the 5% level for 12 of the 13 factors. Each factor also showed a trend of increasing mean score ranging from the lowest level to the highest level of instrumental research use, indicating construct validity. To date, no completely satisfactory measures of organizational context are available for use in healthcare. The ACT assesses several core domains to provide a comprehensive account of organizational context in healthcare settings. The tool's strengths are its brevity (allowing it to be completed in busy healthcare settings) and its focus on dimensions of organizational context that are modifiable. Refinements of the instrument for acute, long term care, and home care settings are ongoing.

Development and assessment of the Alberta Context Tool

PubMed Central

2009-01-01

Background The context of healthcare organizations such as hospitals is increasingly accepted as having the potential to influence the use of new knowledge. However, the mechanisms by which the organizational context influences evidence-based practices are not well understood. Current measures of organizational context lack a theory-informed approach, lack construct clarity and generally have modest psychometric properties. This paper presents the development and initial psychometric validation of the Alberta Context Tool (ACT), an eight dimension measure of organizational context for healthcare settings. Methods Three principles guided the development of the ACT: substantive theory, brevity, and modifiability. The Promoting Action on Research Implementation in Health Services (PARiHS) framework and related literature were used to guide selection of items in the ACT. The ACT was required to be brief enough to be tolerated in busy and resource stretched work settings and to assess concepts of organizational context that were potentially modifiable. The English version of the ACT was completed by 764 nurses (752 valid responses) working in seven Canadian pediatric care hospitals as part of its initial validation. Cronbach's alpha, exploratory factor analysis, analysis of variance, and tests of association were used to assess instrument reliability and validity. Results Factor analysis indicated a 13-factor solution (accounting for 59.26% of the variance in 'organizational context'). The composition of the factors was similar to those originally conceptualized. Cronbach's alpha for the 13 factors ranged from .54 to .91 with 4 factors performing below the commonly accepted alpha cut off of .70. Bivariate associations between instrumental research utilization levels (which the ACT was developed to predict) and the ACT's 13 factors were statistically significant at the 5% level for 12 of the 13 factors. Each factor also showed a trend of increasing mean score ranging from the lowest level to the highest level of instrumental research use, indicating construct validity. Conclusions To date, no completely satisfactory measures of organizational context are available for use in healthcare. The ACT assesses several core domains to provide a comprehensive account of organizational context in healthcare settings. The tool's strengths are its brevity (allowing it to be completed in busy healthcare settings) and its focus on dimensions of organizational context that are modifiable. Refinements of the instrument for acute, long term care, and home care settings are ongoing. PMID:20003531

Exploring the impact of mentoring functions on job satisfaction and organizational commitment of new staff nurses

PubMed Central

2010-01-01

Background Although previous studies proved that the implementation of mentoring program is beneficial for enhancing the nursing skills and attitudes, few researchers devoted to exploring the impact of mentoring functions on job satisfaction and organizational commitment of new nurses. In this research we aimed at examining the effects of mentoring functions on the job satisfaction and organizational commitment of new nurses in Taiwan's hospitals. Methods We employed self-administered questionnaires to collect research data and select new nurses from three regional hospitals as samples in Taiwan. In all, 306 nurse samples were obtained. We adopted a multiple regression analysis to test the impact of the mentoring functions. Results Results revealed that career development and role modeling functions have positive effects on the job satisfaction and organizational commitment of new nurses; however, the psychosocial support function was incapable of providing adequate explanation for these work outcomes. Conclusion It is suggested in this study that nurse managers should improve the career development and role modeling functions of mentoring in order to enhance the job satisfaction and organizational commitment of new nurses. PMID:20712873

Building a Training and Development Program.

ERIC Educational Resources Information Center

Bare, Alan C.

An approach to building an effective training and development (T&D) process within postsecondary institutions is described. The process involves three distinct phases: developing an inservice skills training program, institutionalizing an on-the-job career development process, and conducting organizational development activities. The focus of the…

Identifying and Developing Women For Management Positions

ERIC Educational Resources Information Center

McCord, Bird

1971-01-01

Organizational attitudes and effective development are key factors in acceptance of women managers. Article examines the development of sex role stereotypes and how they effect the placement of women in management positions. (RB)

Pilot users in agile development processes: motivational factors.

PubMed

Johannessen, Liv Karen; Gammon, Deede

2010-01-01

Despite a wealth of research on user participation, few studies offer insights into how to involve multi-organizational users in agile development methods. This paper is a case study of user involvement in developing a system for electronic laboratory requisitions using agile methodologies in a multi-organizational context. Building on an interpretive approach, we illuminate questions such as: How does collaboration between users and developers evolve and how might it be improved? What key motivational aspects are at play when users volunteer and continue contributing in the face of considerable added burdens? The study highlights how agile methods in themselves appear to facilitate mutually motivating collaboration between user groups and developers. Lessons learned for leveraging the advantages of agile development processes include acknowledging the substantial and ongoing contributions of users and their roles as co-designers of the system.

Organizational impact of nurse supply and workload on nurses continuing professional development opportunities: an integrative review.

PubMed

Coventry, Tracey H; Maslin-Prothero, Sian E; Smith, Gilly

2015-12-01

To identify the best evidence on the impact of healthcare organizations' supply of nurses and nursing workload on the continuing professional development opportunities of Registered Nurses in the acute care hospital. To maintain registration and professional competence nurses are expected to participate in continuing professional development. One challenge of recruitment and retention is the Registered Nurse's ability to participate in continuing professional development opportunities. The integrative review method was used to present Registered Nurses perspectives on this area of professional concern. The review was conducted for the period of 2001-February 2015. Keywords were: nurs*, continuing professional development, continuing education, professional development, supply, shortage, staffing, workload, nurse: patient ratio, barrier and deterrent. The integrative review used a structured approach for literature search and data evaluation, analysis and presentation. Eleven international studies met the inclusion criteria. Nurses are reluctant or prevented from leaving clinical settings to attend continuing professional development due to lack of relief cover, obtaining paid or unpaid study leave, use of personal time to undertake mandatory training and organizational culture and leadership issues constraining the implementation of learning to benefit patients. Culture, leadership and workload issues impact nurses' ability to attend continuing professional development. The consequences affect competence to practice, the provision of safe, quality patient care, maintenance of professional registration, job satisfaction, recruitment and retention. Organizational leadership plays an important role in supporting attendance at continuing professional development as an investment for the future. © 2015 John Wiley & Sons Ltd.

Assessing a Norwegian translation of the Organizational Climate Measure.

PubMed

Bernstrøm, Vilde Hoff; Lone, Jon Anders; Bjørkli, Cato A; Ulleberg, Pål; Hoff, Thomas

2013-04-01

This study investigated the Norwegian translation of the Organizational Climate Measure developed by Patterson and colleagues. The Organizational Climate Measure is a global measure of organizational climate based on Quinn and Rohrbaugh's competing values model. The survey was administered to a Norwegian branch of an international service sector company (N = 555). The results revealed satisfactory internal reliability and interrater agreement for the 17 scales, and confirmatory factor analysis supported the original factor structure. The findings gave preliminary support for the Organizational Climate Measure as a reliable measure with a stable factor structure, and indicated that it is potentially useful in the Norwegian context.

Promoting strengths, prevention, empowerment, and community change through organizational development: lessons for research, theory, and practice.

PubMed

Evans, Scotney D; Prilleltensky, Ora; McKenzie, Adrine; Prilleltensky, Isaac; Nogueras, Debbie; Huggins, Corinne; Mescia, Nick

2011-01-01

SPEC Learning and Changing by Doing is a three-year, action research, and organizational change project designed to ultimately promote social justice and well-being in the community. SPEC is an acronym that stands for Strengths, Prevention, Empowerment, and Community Change. The project consists of five organizations tackling internal organizational change in order to better promote justice and well-being in their respective constituencies. In this article we present a formative evaluation of this multicase study of organizational change in human services. This article contributes to the empirical and theoretical literature on organizational change in the nonprofit human service milieu.

A Framework for Staff Development.

ERIC Educational Resources Information Center

Schiffer, Judith

1978-01-01

Outlines the failure of traditional staff development programs and theorizes that the crucial issue in staff development concerns the problem of educational authority: Who makes what decisions and how? Successful models for staff development programs should have personal, organizational, and political foci. (JMF)

45 CFR 1336.63 - General responsibilities of the Loan Administrator.

Code of Federal Regulations, 2011 CFR

2011-10-01

... HUMAN DEVELOPMENT SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES THE ADMINISTRATION FOR NATIVE... Commissioner's approval of the following organizational and administrative materials necessary to implement the RLF: (1) Goals and strategies; (2) Staffing and organizational responsibilities; (3) Preapplication...

45 CFR 1336.63 - General responsibilities of the Loan Administrator.

Code of Federal Regulations, 2010 CFR

2010-10-01

... HUMAN DEVELOPMENT SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES THE ADMINISTRATION FOR NATIVE... Commissioner's approval of the following organizational and administrative materials necessary to implement the RLF: (1) Goals and strategies; (2) Staffing and organizational responsibilities; (3) Preapplication...

New Horizons in Organizational Stress Prevention Approaches.

ERIC Educational Resources Information Center

McGaffey, Thomas N.

1978-01-01

Discusses and describes some active Employee Assistance Programs (EAPs). An EAP is a stress intervention program that, when combined with other stress prevention procedures, can serve as an effective base for developing a comprehensive managerial system for combating organizational stress. (Author/IRT)

Compulsory citizenship behavior and organizational citizenship behavior: the role of organizational identification and perceived interactional justice.

PubMed

Zhao, Hongdan; Peng, Zhenglong; Chen, Hsiu-Kuei

2014-01-01

This article examines the psychological mechanism underlying the relationship between compulsory citizenship behavior (CCB) and organizational citizenship behavior (OCB) by developing a moderated mediation model. The model focuses on the mediating role of organizational identification and the moderating role of interactional justice in influencing the mediation. Using a time-lagged research design, the authors collected two waves of data from 388 supervisor-subordinate dyads in 67 teams to test the moderated mediation model. Results revealed that CCB negatively influenced OCB via impairing organizational identification. Moreover, interactional justice moderated the strength of the indirect effect of CCB on OCB (through organizational identification), such that the mediated relationship was stronger under low interactional justice than under high interactional justice.

General practices as emergent research organizations: a qualitative study into organizational development.

PubMed

Macfarlane, Fraser; Shaw, Sara; Greenhalgh, Trisha; Carter, Yvonne H

2005-06-01

An increasing proportion of research in primary care is locally undertaken in designated research practices. Capacity building to support high quality research at these grass roots is urgently needed and is a government priority. There is little previously published research on the process by which GP practices develop as research organizations or on their specific support needs at organizational level. Using in-depth qualitative interviews with 28 key informants in 11 research practices across the UK, we explored their historical accounts of the development of research activity. We analysed the data with reference to contemporary theories of organizational development. Participants identified a number of key events and processes, which allowed us to produce a five-phase model of practice development in relation to research activity (creative energy, concrete planning, transformation/differentiation, consolidation and collaboration). Movement between these phases was not linear or continuous, but showed emergent and adaptive properties in which specific triggers and set-backs were often critical. This developmental model challenges previous categorical taxonomies of research practices. It forms a theory-driven framework for providing appropriate support at the grass roots of primary care research, based on the practice's phase of development and the nature of external triggers and potential setbacks. Our findings have important implications for the strategic development of practice-based research in the UK, and could serve as a model for the wider international community.

Building bridges: engaging medical residents in quality improvement and medical leadership.

PubMed

Voogt, Judith J; van Rensen, Elizabeth L J; van der Schaaf, Marieke F; Noordegraaf, Mirko; Schneider, Margriet Me

2016-12-01

To develop an educational intervention that targets residents' beliefs and attitudes to quality Improvement (QI) and leadership in order to demonstrate proactive behaviour. Theory-driven, mixed methods study including document analysis, interviews, observations and open-ended questionnaires. Six Dutch teaching hospitals. Using expertise from medicine, psychology, organizational and educational sciences we developed a situated learning programme named Ponder and IMProve (PIMP). The acronym PIMP reflects the original upbeat name in Dutch, Verwonder & Verbeter. It has a modern, positive meaning that relates to improving your current circumstances. In quarterly 1-h sessions residents are challenged to identify daily workplace frustrations and translate them into small-scale QI activities. Organizational awareness, beliefs and attitudes to QI and organizational responsibilities, resident behaviour, barriers and facilitators to successful learning and the programme's potential impact on the organization. Overall, 19 PIMP meetings were held over a period of 3 years. Residents defined 119 PIMP goals, resolved 37 projects and are currently working on another 39 projects. Interviews show that PIMP sessions make residents more aware of the organizational aspects of their daily work. Moreover, residents feel empowered to take up the role of change agent. Facilitators for success include a positive cost-benefit trade-off, a valuable group process and a safe learning environment. This article demonstrates the added value of multidisciplinary theory-driven research for the design, development and evaluation of educational programmes. Residents can be encouraged to develop organizational awareness and reshape their daily frustrations in QI work. © The Author 2016. Published by Oxford University Press in association with the International Society for Quality in Health Care. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com

Organizing for Accountability

ERIC Educational Resources Information Center

Bennis, Warren

1975-01-01

A college president challenges personnel administrators to play a leadership role in human resource management. Notes the need for career development programs for middle managers particularly and recommends an organizational development approach to faculty and staff career development. (JT)

Fostering and managing diversity in schools of pharmacy.

PubMed

Nkansah, Nancy T; Youmans, Sharon L; Agness, Chanel F; Assemi, Mitra

2009-12-17

Organizational benefits of diversity in the workplace have been well documented. In health professions, however, diversity-related research traditionally has focused on the effect of diversity on health care disparities. Few tools exist describing the benefits of diversity from an organizational standpoint to guide pharmacy administrators and faculty members in nurturing and developing a culture of diversity. Given the scarcity of pharmacy specific data, experience from other academic areas and national/international diversity reports were incorporated into this manuscript to supplement the available pharmacy evidence base. This review summarizes the benefits of diversity from an academic organizational standpoint, discusses the issues administrators and faculty members must consider when developing programs, and provides guidance on best practices in fostering and managing diversity.

Controlling Rapid Change Through Systems Engineering the Organization

NASA Technical Reports Server (NTRS)

Hihn, Jairus; Wheeler, Rebecca; Zak, Haya

2000-01-01

A new approach to change management has been developed and applied at the Jet Propulsion Laboratory (JPL). It's main focus is on aligning the organization with the strategic plan; and understanding the internal organizational relationships that impact change, which ultimately determine an organizations ability to be transformed and renewed The new approach regards the strategic plan of a company as the standard by which progress and achievement are measured. Purposeful interventions should generate a company movement along a strategic course, and tracking that movement is essential for managing change. This paper presents an overview of DYNOMO, or the DYNamic Organizational MOdel which was developed to assist in the measurement and analysis of organizational state. The paper concludes with summaries of two applications.

Inter-firm Networks, Organizational Learning and Knowledge Updating: An Empirical Study

NASA Astrophysics Data System (ADS)

Zhang, Su-rong; Wang, Wen-ping

In the era of knowledge-based economy which information technology develops rapidly, the rate of knowledge updating has become a critical factor for enterprises to gaining competitive advantage .We build an interactional theoretical model among inter-firm networks, organizational learning and knowledge updating thereby and demonstrate it with empirical study at last. The result shows that inter-firm networks and organizational learning is the source of knowledge updating.

Development.

ERIC Educational Resources Information Center

Boydell, Tom

1982-01-01

Explores the theories and models of self-actualization and human development. Twelve tables illustrate developmental stages, ways of knowing, moral and ethical development, management style, goals of learning, organizational development, and other dimensions. Availability: M.E.A.D. Subscriptions, C.S.M.L., University of Lancaster, Lancaster LA1…

Building Social Capital through Leadership Development

ERIC Educational Resources Information Center

Roberts, Cynthia

2013-01-01

Social capital, an important mechanism for the creation and maintenance of healthy organizational life, may be developed through initiatives such as leadership development as effective leadership development not only enhances individual effectiveness, but serves to build relationships, coordinate actions, and extend and strengthen the social…

Organization Development: A Case Study in Blockages.

ERIC Educational Resources Information Center

McIntyre, Martin

1981-01-01

Organization Development is a management science that defines and solves organizational problems. Procedures include: (1) diagnosis of problem; (2) gathering of data related to problem; (3) obtaining feedback; (4) developing various change strategies; (5) developing an action plan; and (6) implementing the plan. (CJ)

Organizational Metamorphosis in Space Research and Development.

ERIC Educational Resources Information Center

Tompkins, Phillip K.

1978-01-01

The communicative, and therefore organizational and managerial, aspects of the Marshall Space Flight Center's (MSFC) metamorphosis from Saturn V to Skylab are analyzed. MSFC's consistent successes are attributed to the organization's commitment to communication systems, its technical integrity, and its single-minded purpose. (JMF)

Child Health and NGOs in Peruvian Provinces

ERIC Educational Resources Information Center

Young, Frank W.; Merschrod, Kris

2010-01-01

Non-governmental organizations (NGOs) are widely accepted in developing countries as a crucial organizational asset. They combine entrepreneurship, provision of quasi-government services and donor financing, but their conceptual status is unclear. Are they the organizational embodiments of social capital, generating cohesion and superior…

Effective Organizational Structures and Processes: Addressing Issues of Change

ERIC Educational Resources Information Center

Andrade, Maureen Snow

2016-01-01

This chapter describes organizational structures and processes at the institutional and project levels for the development and support of distance learning initiatives. It addresses environmental and stakeholder issues and explores principles and strategies of effective leadership for change creation and management.

Organizational Strategies for End-User Computing Support.

ERIC Educational Resources Information Center

Blackmun, Robert R.; And Others

1988-01-01

Effective support for end users of computers has been an important issue in higher education from the first applications of general purpose mainframe computers through minicomputers, microcomputers, and supercomputers. The development of end user support is reviewed and organizational models are examined. (Author/MLW)

Management Information Systems and Organizational Structure.

ERIC Educational Resources Information Center

Cox, Bruce B.

1987-01-01

Discusses the context within which office automation takes place by using the models of the Science of Creative Intelligence and Transcendental Meditation. Organizational structures are compared to the phenomenon of the "collective consciousness" and the development of automated information systems from manual methods of organizational…

Organization Development: Concept, Process, and Applications in the Department of Defense

DTIC Science & Technology

1989-04-01

collection, the consultant performs an organizational diagnosis in which the focus is on identifying ways to improve the technical, administrative, and...dynamics, and organizational diagnosis . 2. Action/Planning Workshops. This activity consisted of management conferences and management/worker conferences

More Than Rumors. Understanding the Organizational Grapevine.

ERIC Educational Resources Information Center

Zaremba, Alan

Because the grapevine can precipitate managerial nightmares (employee resentment, distorted messages, instant diffusion of incendiary rumors), managers are well-advised to study this informal communications network and diffuse its organizational impact. This paper discusses the development, accuracy, resilience, and management of the grapevine.…

Reflections on organizational issues in developing, implementing, and maintaining state Web-based data query systems.

PubMed

Love, Denise; Shah, Gulzar H

2006-01-01

Emerging technologies, such as Web-based data query systems (WDQSs), provide opportunities for state and local agencies to systematically organize and disseminate data to broad audiences and streamline the data distribution process. Despite the progress in WDQSs' implementation, led by agencies considered the "early adopters," there are still agencies left behind. This article explores the organizational issues and barriers to development of WDQSs in public health agencies and highlights factors facilitating the implementation of WDQSs.

Formation of the perspective innovation policy of the enterprise in the conditions of organizational-economic changes

NASA Astrophysics Data System (ADS)

Uvarova, Svetlana; Vlasenko, Vyacheslav; Bukreev, Anatoly; Myshovskaya, Ludmila; Kuzina, Olga

2018-03-01

This article is based on the analysis of modern condition and dynamics of innovational development of high-rise buildings construction. A number of cardinal organizational and economic changes in management at the macro and meso-levels is taken into the account. Principal scheme of development of the methodology of formation of perspective innovation politics in high-ruse buildings construction based on inculcation of modern methods of strategic control of innovational activity is suggested in this article.

APA Handbook of Industrial and Organizational Psychology. Three-Volume Set--Volume 1: Building and Developing the Organization. Volume 2: Selecting and Developing Members for the Organization. Volume 3: Maintaining, Expanding, and Contracting the Organization. APA Handbooks in Psychology Series. APA Reference Books Collection

ERIC Educational Resources Information Center

Zedeck, Sheldon, Ed.

2011-01-01

APA Books® announces the "APA Handbook of Industrial and Organizational Psychology"--the first offering in an new reference series covering core and emerging subdisciplines, the "APA Handbooks in Psychology." I/O Psychology is both a science/practice and an applied/basic research discipline. Appropriately, the "APA…

A multidimensional analysis of ethical climate, job satisfaction, organizational commitment, and organizational citizenship behaviors.

PubMed

Huang, Chun-Chen; You, Ching-Sing; Tsai, Ming-Tien

2012-07-01

The high turnover of nurses has become a global problem. Several studies have proposed that nurses' perceptions of the ethical climate of their organization are related to higher job satisfaction and organizational commitment and thus lead to higher organizational citizenship behaviors. This study uses hierarchical regression to understand which types of ethical climate, facets of job satisfaction, and the three components of organizational commitment influence different dimensions of organizational citizenship behaviors. Questionnaires were distributed to 450 nurses, and 352 usable questionnaires were returned. The findings of the article suggest that hospitals can increase organizational citizenship behaviors by influencing an organization's ethical climate, job satisfaction, and organizational commitment. Hospital administrators can foster within organizations, the climate types of caring, law and code and rules climate, satisfaction with coworkers, and affective commitment and normative commitment that increase organizational citizenship behavior, while preventing organizations from developing the type of instrumental climate and continuance commitment that decreases it.

Academic Development and Educational Developers: Perspectives from Different European Higher Education Contexts

ERIC Educational Resources Information Center

Di Napoli, Roberto; Fry, Heather; Frenay, Mariane; Verhesschen, Piet; Verburgh, An

2010-01-01

This paper reports research in five European universities, in four countries between 2004 and 2008. The research explored and compared institutional contexts for academic development and the interpretations and reflections of a number of academic developers on the organizational position and role of academic development, and of…

Reflections from organization science on the development of primary health care research networks.

PubMed

Fenton, E; Harvey, J; Griffiths, F; Wild, A; Sturt, J

2001-10-01

In the UK, policy changes in primary health care research and development have led to the establishment of primary care research networks. These organizations aim to increase research culture, capacity and evidence base in primary care. As publicly funded bodies, these networks need to be accountable. Organizational science has studied network organizations including why and how they develop and how they function most effectively. This paper draws on organizational science to reflect on why primary care research networks appear to be appropriate for primary care research and how their structures and processes can best enable the achievement of their aims.

The association of strategic group and organizational culture with hospital performance in China.

PubMed

Xue, Di; Zhou, Ping; Bundorf, M Kate; Huang, Jin Xin; Chang, Ji Le

2013-01-01

The policy environment in China is rapidly changing. Strategic planning may enable hospitals to respond more effectively to changes in their external environment, little evidence exists on the extent to which public hospitals in China adopt different strategies and the relationship between strategic decision-making and hospital performance. The purposes of our study were to determine the extent to which different hospitals adopt different strategies, whether strategies are associated with organizational culture and whether hospital strategies are associated with hospital performance. Presidents (or vice presidents), employees, and patients from 87 public hospitals were surveyed during 2009. Measures of strategic group were developed using cluster analysis based on the three dimensions of product position, competitive posture, and market position. Culture was measured using a tool developed by the investigators. Performance was measured based on profitability, patient satisfaction, and employee satisfaction with overall hospital development in the recent 5 years. The association of strategic group and organizational culture with hospital performance was analyzed using multivariate models. Chinese public general hospitals were classified into five strategic groups that had significant differences in product positioning, competitive posture, and market position. Hospitals of similar types based on regulation adopted different strategies. Organizational culture was not strongly associated with hospital strategic group. Although strategic group was associated with hospital profitability and patient satisfaction in the models with or without control for hospital location, these effects did not persist after controlling for organizational culture, hospital level, and hospital location. It is important for public hospitals in China to make effective strategic planning and align their organizational culture with the strategies for better execution and therefore better performance. Moreover, the method of hospital strategic grouping in the study provides a new way to analyze management issues within a strategic group and between strategic groups.

Fostering development of nursing practices to support integrated care when implementing integrated care pathways: what levers to use?

PubMed

Longpré, Caroline; Dubois, Carl-Ardy

2017-11-29

Care integration has been the focus of recent health system reforms. Given their functions at all levels of the care continuum, nurses have a substantial and primordial role to play in such integration processes. The aim of this study was to identify levers and strategies that organizations can use to support the development of a nursing practice aligned with the requirements of care integration in a health and social services centre (HSSC) in Quebec. The research design was a cross-sectional descriptive qualitative study based on a single case study with nested levels of analysis. The case was a public, multi-disciplinary HSSC in a semi-urban region of Quebec. Semi-structured interviews with 37 persons (nurses, professionals, managers, administrators) allowed for data saturation and ensured theoretical representation by covering four care pathways constituting different care integration contexts. Analysis involved four steps: preparing a predetermined list of codes based on the reference framework developed by Minkman (2011); coding transcript content; developing general and summary matrices to group observations for each care pathway; and creating a general model showing the overall results for the four pathways. The organization's capacity for response with regard to developing an integrated system of services resulted in two types of complementary interventions. The first involved investing in key resources and renewing organizational structures; the second involved deploying a series of organizational and clinical-administrative processes. In resource terms, integration efforts resulted in setting up new strategic services, re-arranging physical infrastructures, and deploying new technological resources. Organizational and clinical-administrative processes to promote integration involved renewing governance, improving the flow of care pathways, fostering continuous quality improvement, developing new roles, promoting clinician collaboration, and strengthening care providers' capacities. However, progress in these areas was offset by persistent constraints. The results highlight key levers organizations can use to foster the implementation and institutionalization of integrative nursing practices. They show that progress in this area requires a combination of strategies using multiple complementary levers. They also suggest that such progress calls for rethinking not only the deployment of certain organizational resources and structures, but also a series of organizational and clinical processes.

5 CFR 412.401 - Continuing executive development.

Code of Federal Regulations, 2010 CFR

2010-01-01

... Section 412.401 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS SUPERVISORY, MANAGEMENT, AND EXECUTIVE DEVELOPMENT Executive Development § 412.401 Continuing executive... participation in short-term and longer-term experiences, meet organizational needs for leadership, managerial...

lean-ISD.

ERIC Educational Resources Information Center

Wallace, Guy W.

2001-01-01

Explains lean instructional systems design/development (ISD) as it relates to curriculum architecture design, based on Japan's lean production system. Discusses performance-based systems; ISD models; processes for organizational training and development; curriculum architecture to support job performance; and modular curriculum development. (LRW)

Designing organizational structures: Key thoughts for development.

PubMed

Killingsworth, Patricia; Eschenbacher, Lynn

2018-04-01

Current strategies and concepts to consider in developing a system-level organizational structure for the pharmacy enterprise are discussed. There are many different ways to design an organizational structure for the pharmacy enterprise within a health system. The size of the organization, the number of states in which it operates, and the geographic spread and complexity of the pharmacy business lines should be among the key considerations in determining the optimal organizational and decision-making structures for the pharmacy enterprise. The structure needs to support incorporation of the pharmacy leadership (both system-level executives and local leaders) into all strategic planning and discussions at the hospital and health-system levels so that they can directly represent the pharmacy enterprise instead of relying on others to develop strategy on their behalf. It is important that leaders of all aspects of the pharmacy enterprise report through the system's top pharmacy executive, who should be a pharmacist and have a title consistent with those of other leaders reporting at the same organizational level (e.g., chief pharmacy officer). Pharmacy leaders need to be well positioned within an organization to advocate for the pharmacy enterprise and use all resources to the best of their ability. As the scope and complexity of pharmacy services grow, it is critical to ensure that leadership of the pharmacy enterprise is unified under a single pharmacy executive team. Copyright © 2018 by the American Society of Health-System Pharmacists, Inc. All rights reserved.

Practical Application of Sociology in Systems Engineering

NASA Technical Reports Server (NTRS)

Watson, Michael D.; Andrews, James G.; Eckley, Jeri Cassel; Culver, Michael L.

2017-01-01

Systems engineering involves both the integration of the system and the integration of the disciplines which develop and operate the system. Integrating the disciplines is a sociological effort to bring together different groups, who often have different terminology, to achieve a common goal, the system. The focus for the systems engineer is information flow through the organization, between the disciplines, to ensure the system is developed and operated will all relevant information informing system decisions. The practical application of the sociology in systems engineering brings in various organizational development concepts including the principles of planned renegotiation and the application of principles to address information barriers created by organizational culture. Concepts such as specification of ignorance, consistent terminology, opportunity structures, role-sets, and the reclama (reconsideration) process are all important sociological approaches that help address the organizational social structure (culture). In bringing the disciplines together, the systems engineer must also be wary of social ambivalence, social anomie, social dysfunction, and insider-outsider behavior. Unintended consequences can result when these social issues are present. These issues can occur when localized subcultures shift from the overarching organizational culture, or when the organizational culture prevents achievement of system goals. These sociological principles provide the systems engineer with key approaches to manage the information flow through the organization as the disciplines are integrated and share their information and provides key sociological barriers to information flow through the organization. This paper will discuss the practical application of sociological principles to systems engineering.

Leading change: a concept analysis.

PubMed

Nelson-Brantley, Heather V; Ford, Debra J

2017-04-01

To report an analysis of the concept of leading change. Nurses have been called to lead change to advance the health of individuals, populations, and systems. Conceptual clarity about leading change in the context of nursing and healthcare systems provides an empirical direction for future research and theory development that can advance the science of leadership studies in nursing. Concept analysis. CINAHL, PubMed, PsycINFO, Psychology and Behavioral Sciences Collection, Health Business Elite and Business Source Premier databases were searched using the terms: leading change, transformation, reform, leadership and change. Literature published in English from 2001 - 2015 in the fields of nursing, medicine, organizational studies, business, education, psychology or sociology were included. Walker and Avant's method was used to identify descriptions, antecedents, consequences and empirical referents of the concept. Model, related and contrary cases were developed. Five defining attributes of leading change were identified: (a) individual and collective leadership; (b) operational support; (c) fostering relationships; (d) organizational learning; and (e) balance. Antecedents were external or internal driving forces and organizational readiness. The consequences of leading change included improved organizational performance and outcomes and new organizational culture and values. A theoretical definition and conceptual model of leading change were developed. Future studies that use and test the model may contribute to the refinement of a middle-range theory to advance nursing leadership research and education. From this, empirically derived interventions that prepare and enable nurses to lead change to advance health may be realized. © 2016 John Wiley & Sons Ltd.

Developing New Models for Collection Development.

ERIC Educational Resources Information Center

Stoffle, Carla J.; Fore, Janet; Allen, Barbara

1999-01-01

Discusses the need to develop new models for collection development in academic libraries, based on experiences at the University of Arizona. Highlights include changes in the organizational chart; focusing on users' information goals and needs; integrative services; shared resources; interlibrary loans; digital technology; and funding. (LRW)

Intense Loyalty in Organizations: A Case Study of College Athletics.

ERIC Educational Resources Information Center

Adler, Peter; Adler, Patricia A.

1988-01-01

Using data gathered during a five-year participant-observation study of a major college basketball program, this paper examines the intense form of organizational loyalty associated with college athletics. Finds five essential ingredients for developing intense organizational loyalty: documentation, identification, commitment, integration, and…

Developing a Motivational Strategy.

ERIC Educational Resources Information Center

Janson, Robert

1979-01-01

Describes the use of job enrichment techniques as tools for increased productivity and organizational change. The author's motivational work design model changes not only the job design but also structural elements such as physical layout, workflow, and organizational relationships. Behavior change is more important than job enrichment. (MF)

A Causal Model of Faculty Research Productivity.

ERIC Educational Resources Information Center

Bean, John P.

A causal model of faculty research productivity was developed through a survey of the literature. Models of organizational behavior, organizational effectiveness, and motivation were synthesized into a causal model of productivity. Two general types of variables were assumed to affect individual research productivity: institutional variables and…

Child Care Work Environments: The Relationship with Learning Environments

ERIC Educational Resources Information Center

Lower, Joanna K.; Cassidy, Deborah J.

2007-01-01

The study explores the relationship between child care program administration, organizational climate, and global quality. The recently developed Program Administration Scale (PAS; Talan & Bloom, 2004) was utilized in the study. Both program administration and organizational climate were found to be positively correlated with preschool…

Developing a Holistic Model for Quality in Higher Education.

ERIC Educational Resources Information Center

Srikanthan, G.; Dalrymple, John F.

2002-01-01

Proposes a holistic model for quality management in higher education which incorporates both service and academic functions. Discusses the crucial role played by organizational culture in implementation of any quality strategy, and asserts that ideal organizational behavior embodies the "learning communities" concept. (EV)

Tacit Knowledge in Military Leadership: Some Research Products and Their Applications to Leadership Development.

DTIC Science & Technology

1998-05-01

credibility Directing and supervising others Managing organizational change Managing the self Cooperating with others Indirect communication and... managing organizational change was unique to our battalion commanders’ stories. We also found that the composition of tacit knowledge about

Exploiting Instability: A Model for Managing Organizational Change.

ERIC Educational Resources Information Center

Frank, Debra; Rocks, William

In response to decreased levels of funding and declining enrollments, increased competition, and major technological advances, Allegany Community College, in Maryland, has developed a model for managing organizational change. The model incorporates the following four components for effective transition and change: conceptualization; communication;…

Symmetry and Asymmetry: New Contours, Paradigms, and Politics in African Academic Partnerships

ERIC Educational Resources Information Center

Obamba, Milton Odhiambo; Mwema, Jane Kimbwarata

2009-01-01

International partnership spanning various organizational and geographical boundaries has emerged as the dominant paradigm for organizing modern scientific research; and for undertaking international development policy. Academic collaboration has become ubiquitous, embedded in organizational cultures, and is increasingly organized in a wide…

Organizational Knowledge Management Structure

ERIC Educational Resources Information Center

Walczak, Steven

2005-01-01

Purpose: To propose and evaluate a novel management structure that encourages knowledge sharing across an organization. Design/methodology/approach: The extant literature on the impact of organizational culture and its link to management structure is examined and used to develop a new knowledge sharing management structure. Roadblocks to…

Organization Design for Dynamic Fit: A Review and Projection

DTIC Science & Technology

2014-01-01

contingency misfits. Management Science 48(11): 1461-1485. Burton, RM, Obel B. 2004. Strategic organizational diagnosis and design: The dynamics of... organizational diagnosis and design : Developing theory for application (2nd ed.). Kluwer, Boston, MA. D’Aveni RA. 1994. Hypercompetition: Managing the dynamics

Selecting an Intervention for Organization Change.

ERIC Educational Resources Information Center

Dyer, William G.

1981-01-01

In the field of organizational development, it is almost self-evident that an intervention or change action comes after a period of data gathering and/or analysis of the organization. This article explores how a manager can determine what actions to take following an organizational diagnosis. (LRA)

Organizational economics and health care markets.

PubMed Central

Robinson, J C

2001-01-01

As health policy emphasizes the use of private sector mechanisms to pursue public sector goals, health services research needs to develop stronger conceptual frameworks for the interpretation of empirical studies of health care markets and organizations. Organizational relationships should not be interpreted exclusively in terms of competition among providers of similar services but also in terms of relationships among providers of substitute and complementary services and in terms of upstream suppliers and downstream distributors. This article illustrates the potential applicability of transactions cost economics, agency theory, and organizational economics more broadly to horizontal and vertical markets in health care. Examples are derived from organizational integration between physicians and hospitals and organizational conversions from nonprofit to for-profit ownership. PMID:11327173

Organizational economics and health care markets.

PubMed

Robinson, J C

2001-04-01

As health policy emphasizes the use of private sector mechanisms to pursue public sector goals, health services research needs to develop stronger conceptual frameworks for the interpretation of empirical studies of health care markets and organizations. Organizational relationships should not be interpreted exclusively in terms of competition among providers of similar services but also in terms of relationships among providers of substitute and complementary services and in terms of upstream suppliers and downstream distributors. This article illustrates the potential applicability of transactions cost economics, agency theory, and organizational economics more broadly to horizontal and vertical markets in health care. Examples are derived from organizational integration between physicians and hospitals and organizational conversions from nonprofit to for-profit ownership.

Taking stock of two relational aspects of organizational life: Tracing the history and shaping the future of socialization and mentoring research.

PubMed

Allen, Tammy D; Eby, Lillian T; Chao, Georgia T; Bauer, Talya N

2017-03-01

As part of the centennial celebration for the Journal of Applied Psychology , this article reviews the literature on organizational socialization and mentoring. Our review includes a comparison of organizational socialization and mentoring as processes for employee adjustment and development, the historical context that fueled the emergence of these two areas of study, and a chronological mapping of key foundations, trends, themes that emerged across time, and major milestones. Along the way, a special emphasis is placed on research published in the Journal of Applied Psychology and high impact work is highlighted. We conclude with a discussion of five areas for future research. Specifically, we outline ideas for bridging the socialization and mentoring literatures, better understanding and capturing dynamic processes across time, the development of multilevel theories and models, addressing causality, and considering the implications for organizational socialization and mentoring research based on how technology is changing the way we work. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Paradigms and nursing management, analysis of the current organizational structure in a large hospital.

PubMed

Wilson, D

1992-01-01

Hospitals developed over the period of time when positivism become a predominant world view. Positivism was founded by four Western trends: preponderance of hierarchy and autocracy, popularization of bureaucracy, extensive application of a machine orientation to work and predominance of "scientific" inquiry. Organizational theory developed largely from quantitative research findings arising from a positivistic world view. A case study, analyzing a current nursing organizational structure at one large hospital, is presented. Nursing management was found to be based upon the positivistic paradigm. The predominance of a machine orientation, and an autocratic and bureaucratic structure are evidence of this. A change to shared governance had been attempted, indicating a shift to a more modern organizational structure based on a different paradigm. The article concludes by emphasizing that managers are largely responsible for facilitating change; change that will meet internal human resource needs and the cost-effectiveness crises of hospitals today through more effective use of human resources.

Designing Work, Family & Health Organizational Change Initiatives.

PubMed

Kossek, Ellen Ernst; Hammer, Leslie B; Kelly, Erin L; Moen, Phyllis

2014-01-01

For decades, leaders and scholars have been advocating change efforts to improve work-life relationships. Yet most initiatives have lacked rigor and not been developed using scientific principles. This has created an evidence gap for employer support of work and personal life as a win-win for productivity and employees' well-being. This paper examines the approach used by the U.S. Work Family Health Network (WFRN) to develop an innovative workplace intervention to improve employee and family health. The change initiative was designed to reduce organizationally based work-family conflict in two contrasting contexts representative of major segments of today's U.S. workforce: health care employees and informational technology professionals. The WFRN Intervention (called STAR) had three theoretically based change elements. They were: 1) increase job control over work time and schedule; 2) increase supervisor social support for family and job effectiveness; and 3) improve organizational culture and job design processes to foster results orientation. Seven practical lessons for developing work-life interventions emerged from this groundbreaking endeavor.

Development of a Survey to Assess Local Health Department Organizational Processes and Infrastructure for Supporting Obesity Prevention.

PubMed

Xiao, Ting; Stamatakis, Katherine A; McVay, Allese B

Local health departments (LHDs) have an important function in controlling the growing epidemic of obesity in the United States. Data are needed to gain insight into the existence of routine functions and structures of LHDs that support and sustain obesity prevention efforts. The purpose of this study was to develop and examine the reliability of measures to assess foundational LHD organizational processes and functions specific to obesity prevention. Survey measures were developed using a stratified, random sample of US LHDs to assess supportive organizational processes and infrastructure for obesity prevention representing different domains. Data were analyzed using weighted κ and intraclass correlation coefficient for assessing test-retest reliability. Most items and summary indices in the majority of survey domains had moderate/substantial or almost perfect reliability. The overall findings support this survey instrument to be a reliable measurement tool for a large number of processes and functions that comprise obesity prevention-related capacity in LHDs.

Designing Work, Family & Health Organizational Change Initiatives

PubMed Central

Hammer, Leslie B.; Kelly, Erin L.; Moen, Phyllis

2014-01-01

Executive Summary For decades, leaders and scholars have been advocating change efforts to improve work-life relationships. Yet most initiatives have lacked rigor and not been developed using scientific principles. This has created an evidence gap for employer support of work and personal life as a win–win for productivity and employees’ well-being. This paper examines the approach used by the U.S. Work Family Health Network (WFRN) to develop an innovative workplace intervention to improve employee and family health. The change initiative was designed to reduce organizationally based work-family conflict in two contrasting contexts representative of major segments of today’s U.S. workforce: health care employees and informational technology professionals. The WFRN Intervention (called STAR) had three theoretically based change elements. They were: 1) increase job control over work time and schedule; 2) increase supervisor social support for family and job effectiveness; and 3) improve organizational culture and job design processes to foster results orientation. Seven practical lessons for developing work-life interventions emerged from this groundbreaking endeavor. PMID:24683279

Professionalism in Broadcasting in Developing Countries

ERIC Educational Resources Information Center

O'Brien, Rita Cruise

1977-01-01

Examines the modes of professionalism and organizational structure in broadcasting and investigates how these modes transfer from industrialized nations to developing countries such as Algeria and Senegal. (MH)

Space Station engineering and technology development

NASA Technical Reports Server (NTRS)

1985-01-01

Historical background, costs, organizational assignments, technology development, user requirements, mission evolution, systems analyses and design, systems engineering and integration, contracting, and policies of the space station are discussed.

Organizational readiness for implementing change: a psychometric assessment of a new measure.

PubMed

Shea, Christopher M; Jacobs, Sara R; Esserman, Denise A; Bruce, Kerry; Weiner, Bryan J

2014-01-10

Organizational readiness for change in healthcare settings is an important factor in successful implementation of new policies, programs, and practices. However, research on the topic is hindered by the absence of a brief, reliable, and valid measure. Until such a measure is developed, we cannot advance scientific knowledge about readiness or provide evidence-based guidance to organizational leaders about how to increase readiness. This article presents results of a psychometric assessment of a new measure called Organizational Readiness for Implementing Change (ORIC), which we developed based on Weiner's theory of organizational readiness for change. We conducted four studies to assess the psychometric properties of ORIC. In study one, we assessed the content adequacy of the new measure using quantitative methods. In study two, we examined the measure's factor structure and reliability in a laboratory simulation. In study three, we assessed the reliability and validity of an organization-level measure of readiness based on aggregated individual-level data from study two. In study four, we conducted a small field study utilizing the same analytic methods as in study three. Content adequacy assessment indicated that the items developed to measure change commitment and change efficacy reflected the theoretical content of these two facets of organizational readiness and distinguished the facets from hypothesized determinants of readiness. Exploratory and confirmatory factor analysis in the lab and field studies revealed two correlated factors, as expected, with good model fit and high item loadings. Reliability analysis in the lab and field studies showed high inter-item consistency for the resulting individual-level scales for change commitment and change efficacy. Inter-rater reliability and inter-rater agreement statistics supported the aggregation of individual level readiness perceptions to the organizational level of analysis. This article provides evidence in support of the ORIC measure. We believe this measure will enable testing of theories about determinants and consequences of organizational readiness and, ultimately, assist healthcare leaders to reduce the number of health organization change efforts that do not achieve desired benefits. Although ORIC shows promise, further assessment is needed to test for convergent, discriminant, and predictive validity.

Organizational readiness for implementing change: a psychometric assessment of a new measure

PubMed Central

2014-01-01

Background Organizational readiness for change in healthcare settings is an important factor in successful implementation of new policies, programs, and practices. However, research on the topic is hindered by the absence of a brief, reliable, and valid measure. Until such a measure is developed, we cannot advance scientific knowledge about readiness or provide evidence-based guidance to organizational leaders about how to increase readiness. This article presents results of a psychometric assessment of a new measure called Organizational Readiness for Implementing Change (ORIC), which we developed based on Weiner’s theory of organizational readiness for change. Methods We conducted four studies to assess the psychometric properties of ORIC. In study one, we assessed the content adequacy of the new measure using quantitative methods. In study two, we examined the measure’s factor structure and reliability in a laboratory simulation. In study three, we assessed the reliability and validity of an organization-level measure of readiness based on aggregated individual-level data from study two. In study four, we conducted a small field study utilizing the same analytic methods as in study three. Results Content adequacy assessment indicated that the items developed to measure change commitment and change efficacy reflected the theoretical content of these two facets of organizational readiness and distinguished the facets from hypothesized determinants of readiness. Exploratory and confirmatory factor analysis in the lab and field studies revealed two correlated factors, as expected, with good model fit and high item loadings. Reliability analysis in the lab and field studies showed high inter-item consistency for the resulting individual-level scales for change commitment and change efficacy. Inter-rater reliability and inter-rater agreement statistics supported the aggregation of individual level readiness perceptions to the organizational level of analysis. Conclusions This article provides evidence in support of the ORIC measure. We believe this measure will enable testing of theories about determinants and consequences of organizational readiness and, ultimately, assist healthcare leaders to reduce the number of health organization change efforts that do not achieve desired benefits. Although ORIC shows promise, further assessment is needed to test for convergent, discriminant, and predictive validity. PMID:24410955

The Psychosocial Work Environment, Employee Mental Health and Organizational Interventions: Improving Research and Practice by Taking a Multilevel Approach.

PubMed

Martin, Angela; Karanika-Murray, Maria; Biron, Caroline; Sanderson, Kristy

2016-08-01

Although there have been several calls for incorporating multiple levels of analysis in employee health and well-being research, studies examining the interplay between individual, workgroup, organizational and broader societal factors in relation to employee mental health outcomes remain an exception rather than the norm. At the same time, organizational intervention research and practice also tends to be limited by a single-level focus, omitting potentially important influences at multiple levels of analysis. The aims of this conceptual paper are to help progress our understanding of work-related determinants of employee mental health by the following: (1) providing a rationale for routine multilevel assessment of the psychosocial work environment; (2) discussing how a multilevel perspective can improve related organizational interventions; and (3) highlighting key theoretical and methodological considerations relevant to these aims. We present five recommendations for future research, relating to using appropriate multilevel research designs, justifying group-level constructs, developing group-level measures, expanding investigations to the organizational level and developing multilevel approaches to intervention design, implementation and evaluation. Copyright © 2014 John Wiley & Sons, Ltd. Copyright © 2014 John Wiley & Sons, Ltd.

Organizational factors related to low levels of sickness absence in a representative set of Swedish companies.

PubMed

Stoetzer, Ulrich; Bergman, Peter; Aborg, Carl; Johansson, Gun; Ahlberg, Gunnel; Parmsund, Marianne; Svartengren, Magnus

2014-01-01

The aim of this qualitative study was to identify manageable organizational factors that could explain why some companies have low levels of sickness absence. There may be factors at company level that can be managed to influence levels of sickness absence, and promote health and a prosperous organization. 38 representative Swedish companies. The study included a total of 204 semi-structured interviews at 38 representative Swedish companies. Qualitative thematic analysis was applied to the interviews, primarily with managers, to indicate the organizational factors that characterize companies with low levels of sickness absence. The factors that were found to characterize companies with low levels of sickness absence concerned strategies and procedures for managing leadership, employee development, communication, employee participation and involvement, corporate values and visions, and employee health. The results may be useful in finding strategies and procedures to reduce levels of sickness absence and promote health. There is research at individual level on the reasons for sickness absence. This study tries to elevate the issue to an organizational level. The findings suggest that explicit strategies for managing certain organizational factors can reduce sickness absence and help companies to develop more health-promoting strategies.

12 CFR 1805.700 - Evaluation and selection-general.

Code of Federal Regulations, 2010 CFR

2010-01-01

... Section 1805.700 Banks and Banking COMMUNITY DEVELOPMENT FINANCIAL INSTITUTIONS FUND, DEPARTMENT OF THE TREASURY COMMUNITY DEVELOPMENT FINANCIAL INSTITUTIONS PROGRAM Evaluation and Selection of Applications... Applicants that vary by institution type, total asset size, stage of organizational development, markets...

Vocational Behavior, 1988: A Critical Analysis.

ERIC Educational Resources Information Center

Fitzgerald, Louise F.; Rounds, James B.

1989-01-01

Presents fourteenth annual review of professional literature on vocational behavior. Looks at several substantive areas of research: vocational choice, career development, decision making, interventions on career development and productivity, job search, industrial/organizational measurement issues, personnel issues, adjustment and development in…

A Comprehensive Guide to C3 System Development

DTIC Science & Technology

1990-03-01

This thesis provides guidelines to develop a C3 system, including both organizational and physical systems. It contains the concept, architecture ... design and engineering approaches, the integrated C3 framework, test and evaluation methodologies, system acquisition procedures, system development

Developing Organizational Competences for Conflict Management: The Use of the Prisoner's Dilemma in Higher Education

PubMed Central

Bruno, Andreina; Dell'Aversana, Giuseppina; Guidetti, Gloria

2018-01-01

Interpersonal relationship require sophisticated competences of cohabitation. However, the availability of training tools to develop conflict management skills is limited and problematic. The prisoner's dilemma game (PDG), the most widely known example of game theory, a nonzero-sum game, has been used, in higher education, to provide students with an opportunity of active learning and for understanding counterintuitive concepts. It creates a condition of emotive, moral and decisional conflict in and between agents. This paper presents a case-study in higher education in which PDG was proposed to enhance organizational competences for conflict management, according to the psychoanalytic approach to organizational studies. The study aims to explore: (1) the significant characteristics of PDG used in an affective-emotional key in higher education; (2) the learning outcomes that PDG enables to activate in the participants in relation to the development of organizational skills for conflict management. Twenty students' reflective journals were analyzed using thematic analysis. Findings indicated that PDG is perceived as a useful device in students' learning experience, which is appreciated in relation to its concreteness, intensity and debriefing phase. Learning outcomes allow new meanings about conflict, by emphasizing its defensive, automatic and interpersonal dimension. This paper contributes to the understanding of PDG as a tool to develop competences in dealing with the challenges of conflict management, since it seems to favor the overcoming of the individualistic stereotype in conflict representation by highlighting the interdependence of social interaction. PMID:29619000

Developing Organizational Competences for Conflict Management: The Use of the Prisoner's Dilemma in Higher Education.

PubMed

Bruno, Andreina; Dell'Aversana, Giuseppina; Guidetti, Gloria

2018-01-01

Interpersonal relationship require sophisticated competences of cohabitation. However, the availability of training tools to develop conflict management skills is limited and problematic. The prisoner's dilemma game (PDG), the most widely known example of game theory, a nonzero-sum game, has been used, in higher education, to provide students with an opportunity of active learning and for understanding counterintuitive concepts. It creates a condition of emotive, moral and decisional conflict in and between agents. This paper presents a case-study in higher education in which PDG was proposed to enhance organizational competences for conflict management, according to the psychoanalytic approach to organizational studies. The study aims to explore: (1) the significant characteristics of PDG used in an affective-emotional key in higher education; (2) the learning outcomes that PDG enables to activate in the participants in relation to the development of organizational skills for conflict management. Twenty students' reflective journals were analyzed using thematic analysis. Findings indicated that PDG is perceived as a useful device in students' learning experience, which is appreciated in relation to its concreteness, intensity and debriefing phase. Learning outcomes allow new meanings about conflict, by emphasizing its defensive, automatic and interpersonal dimension. This paper contributes to the understanding of PDG as a tool to develop competences in dealing with the challenges of conflict management, since it seems to favor the overcoming of the individualistic stereotype in conflict representation by highlighting the interdependence of social interaction.

Exploring the potential of a multi-level approach to improve capability for continuous organizational improvement and learning in a Swedish healthcare region.

PubMed

Nyström, M E; Höög, E; Garvare, R; Andersson Bäck, M; Terris, D D; Hansson, J

2018-05-24

Eldercare and care of people with functional impairments is organized by the municipalities in Sweden. Improving care in these areas is complex, with multiple stakeholders and organizations. Appropriate strategies to develop capability for continuing organizational improvement and learning (COIL) are needed. The purpose of our study was to develop and pilot-test a flexible, multilevel approach for COIL capability building and to identify what it takes to achieve changes in key actors' approaches to COIL. The approach, named "Sustainable Improvement and Development through Strategic and Systematic Approaches" (SIDSSA), was applied through an action-research and action-learning intervention. The SIDSSA approach was tested in a regional research and development (R&D) unit, and in two municipalities handling care of the elderly and people with functional impairments. Our approach included a multilevel strategy, development loops of five flexible phases, and an action-learning loop. The approach was designed to support systems understanding, strategic focus, methodological practices, and change process knowledge - all of which required double-loop learning. Multiple qualitative methods, i.e., repeated interviews, process diaries, and documents, provided data for conventional content analyses. The new approach was successfully tested on all cases and adopted and sustained by the R&D unit. Participants reported new insights and skills. The development loop facilitated a sense of coherence and control during uncertainty, improved planning and problem analysis, enhanced mapping of context and conditions, and supported problem-solving at both the individual and unit levels. The systems-level view and structured approach helped participants to explain, motivate, and implement change initiatives, especially after working more systematically with mapping, analyses, and goal setting. An easily understood and generalizable model internalized by key organizational actors is an important step before more complex development models can be implemented. SIDSSA facilitated individual and group learning through action-learning and supported systems-level views and structured approaches across multiple organizational levels. Active involvement of diverse organizational functions and levels in the learning process was facilitated. However, the time frame was too short to fully test all aspects of the approach, specifically in reaching beyond the involved managers to front-line staff and patients.

Key Considerations in Organizing and Structuring University Research

ERIC Educational Resources Information Center

Nguyen, T. L. Huong; Meek, Vincent Lynn

2015-01-01

University research capacity building has now become an increasingly important task in both developed and less developed countries. In this capacity building endeavour, research late-developer universities in particular need to develop a sound research organizational structure. However, what elements are needed in organizing and structuring…

Quantifying the Workload of Subject Bibliographers in Collection Development.

ERIC Educational Resources Information Center

Metz, Paul

1991-01-01

Discussion of the role of subject bibliographers in collection development activities focuses on an approach developed at Virginia Polytechnic and State Institute to provide a formula for estimating the collection development workload of subject bibliographers. Workload standards and matrix models of organizational structures are discussed, and…

NIH Career Development Awards in Clinical and Translational Science Award institutions: distinguishing characteristics of top performing sites.

PubMed

Guerrero, Lourdes R; Nakazono, Terry; Davidson, Pamela L

2014-12-01

To identify and disseminate the organizational characteristics of "top performing" National Institute of Health (NIH) Clinical and Translational Science Awards (CTSA) institutions in regards to career development, using the number of new K awards received per year to rank institutions and comparing these with non-CTSA institutions. The authors analyzed the organizational characteristics of all 61 CTSA institutions from 2006 to 2013 using the American Association of Medical Colleges Organizational Characteristics Database and K Award funding details using NIH RePORT. Five of the "top 10 performing" institutions are in the western region, and six out of the ten are public schools. Three of the "top 10 performing" institutions receive most of their K awards through two funding mechanisms-the K08 (mentored clinical scientist research award) and K23 (mentored patient-oriented research career development awards). Notably, these three institutions lack a KL2 program. The CTSA network of institutions is committed to developing the next generation of physician scientists in order to meet the pressing health needs of society. Educators and evaluators within this network may need to provide training to junior investigators beyond the traditional KL2 programs in order to advance their career development as physician scientists and clinical translational researchers. © 2014 Wiley Periodicals, Inc.

Overcoming the organization-practice barrier in sports injury prevention: A nonhierarchical organizational model.

PubMed

Dahlström, Ö; Jacobsson, J; Timpka, T

2015-08-01

The organization of sports at the national level has seldom been included in scientific discussions of sports injury prevention. The aim of this study was to develop a model for organization of sports that supports prevention of overuse injuries. The quality function deployment technique was applied in seminars over a two-season period to develop a national organizational structure for athletics in Sweden that facilitates prevention of overuse injuries. Three central features of the resulting model for organization of sports at the national level are (a) diminishment of the organizational hierarchy: participatory safety policy design is introduced through annual meetings where actors from different sectors of the sporting community discuss training, injury prevention, and sports safety policy; (b) introduction of a safety surveillance system: a ubiquitous system for routine collection of injury and illness data; and (c) an open forum for discussion of safety issues: maintenance of a safety forum for participants from different sectors of the sport. A nonhierarchical model for organization of sports at the national level - facilitated by modern information technology - adapted for the prevention of overuse injuries has been developed. Further research is warranted to evaluate the new organizational model in prospective effectiveness studies. © 2014 John Wiley & Sons A/S. Published by John Wiley & Sons Ltd.

Annual Progress Report, January 1, 1974-December 31, 1974. [Southern Rural Development Center, Mississippi State University.

ERIC Educational Resources Information Center

Southern Rural Development Center, State College, MS.

The Southern Rural Development Center's (SRDC) first annual report documents its organizational structure and provides a point by point summary of accomplishments relative to the following goals: (1) Develop, plan, and inventory existing rural development research knowledge; (2) Inventory rural development research needs and priorities; (3)…

Organisational Interoperability: Evaluation and Further Development of the OIM Model

DTIC Science & Technology

2003-06-01

an Organizational Interoperability Maturity Model (OIM) to evaluate interoperability at the organizational level. The OIM considers the human ... activity aspects of military operations, which are not covered in other models. This paper describes how the model has been used to identify problems and to

48 CFR 1852.209-71 - Limitation of future contracting.

Code of Federal Regulations, 2011 CFR

2011-10-01

... that this acquisition may give rise to a potential organizational conflict of interest. Accordingly, the attention of prospective offerors is invited to FAR Subpart 9.5—Organizational Conflicts of... performance of tasks pursuant to this contract, is required to develop specifications or statements or work...

Counsellors and Organisational Change: Egan's Systems Model as a Tool in Organisational Consulting.

ERIC Educational Resources Information Center

Hermansson, Gary L.

1993-01-01

Considers the increasing involvement of counselors as consultants to effect organizational change. Presents a case example to demonstrate how Egan's systems model, "Model A," can be applied effectively for both the development of a consultation relationship and for organizational change. (JPS)

Square Pegs and Round Holes: Ruminations on the Relationship between Performance Appraisal and Performance Management

ERIC Educational Resources Information Center

Gravina, Nicole E.; Siers, Brian P.

2011-01-01

Models of comprehensive Performance Management systems include both employee development and evaluative components. The Organizational Behavior Management discipline focuses almost exclusively on the developmental component, while the Industrial and Organizational Psychology discipline is focused on use of performance appraisals. Performance…

Organizational Stresses and Practices Impeding Quality Software Development in Government Procurements

ERIC Educational Resources Information Center

Holcomb, Glenda S.

2010-01-01

This qualitative, phenomenological doctoral dissertation research study explored the software project team members perceptions of changing organizational cultures based on management decisions made at project deviation points. The research study provided a view into challenged or failing government software projects through the lived experiences…

School District Organization and Student Dropout.

ERIC Educational Resources Information Center

Engelhard, George, Jr.

The purpose of this study was to develop and test a theoretical framework that would examine the structural relationships between select organizational and environmental variables and school district effectiveness in Michigan. The theoretical framework was derived from organizational theory and represents a social-ecological approach to the study…

Transaction Costs, Property Rights, and Organizational Culture: An Exchange Perspective.

ERIC Educational Resources Information Center

Jones, Gareth R.

1983-01-01

Applying the language of exchange theory, this paper analyses how organizational culture emerges out of the institutional arrangements developed to regulate the transactions between members. Transaction costs of social exchange, the characteristics and etiology of those institutional arrangements, and three ideal-typical cultural forms are…

20 CFR 668.120 - How must INA programs be administered?

Code of Federal Regulations, 2010 CFR

2010-04-01

... Federal commitment to support the growth and development of Native American people and communities as... administer INA programs through a single organizational unit and consistent with the requirements in section...) within the Employment and Training Administration (ETA) as this single organizational unit required by...

An Organizational Self-Care Model: Practical Suggestions for Development and Implementation

ERIC Educational Resources Information Center

Maltzman, Sara

2011-01-01

Research has documented the negative effects of secondary exposure to trauma across a spectrum of professional and nonprofessional caregivers, including spouses of combat veterans, disaster first responders, mental health professionals, and other medical and social service personnel. Investigators have documented organizational factors that may…

Applying Nonverbal Techniques to Organizational Diagnosis.

ERIC Educational Resources Information Center

Tubbs, Stewart L.; Koske, W. Cary

Ongoing research programs conducted at General Motors Institute are motivated by the practical objective of improving the company's organizational effectiveness. Computer technology is being used whenever possible; for example, a technique developed by Herman Chernoff was used to process data from a survey of employee attitudes into 18 different…

Institutional Racism: Research for Change; A Final Report.

ERIC Educational Resources Information Center

Jordan, Harold W.

This study was conducted to identify and eliminate organizational barriers to racial equality in a government department by developing a model of organizational diagnosis and change. Interviews with employees identified various problem areas: the disproportionate distribution of blacks within the department and their over-representation in…

Organizational Diagnosis: Its Role in Organizational Learning.

ERIC Educational Resources Information Center

Beer, Michael; Spector, Bert

1993-01-01

Sees diagnosis as process that helps organizations enhance their capacity to assess and change dysfunctional aspects of culture and patterns of behavior as basis for developing greater effectiveness and ensuring continuous improvement. Presents framework for understanding "learning diagnosis" in which diagnostic process is part of large-scale…

An External Stakeholder Analysis of a United States Army Directorate of Contracting

DTIC Science & Technology

2004-12-01

Bass Inc., 1996. Burton, R.M. and Obel, B., Strategic Organizational Diagnosis and Design: Developing Theory for Application, 2nd ed., Kluwer...Harrison, M.I. and Shirom, A., Organizational Diagnosis and Assessment: Bridging Theory and Practice, SAGE Publications, Inc., 1999. Kotter, J.P

Testing the leadership and organizational change for implementation (LOCI) intervention in substance abuse treatment: a cluster randomized trial study protocol.

PubMed

Aarons, Gregory A; Ehrhart, Mark G; Moullin, Joanna C; Torres, Elisa M; Green, Amy E

2017-03-03

Evidence-based practice (EBP) implementation represents a strategic change in organizations that requires effective leadership and alignment of leadership and organizational support across organizational levels. As such, there is a need for combining leadership development with organizational strategies to support organizational climate conducive to EBP implementation. The leadership and organizational change for implementation (LOCI) intervention includes leadership training for workgroup leaders, ongoing implementation leadership coaching, 360° assessment, and strategic planning with top and middle management regarding how they can support workgroup leaders in developing a positive EBP implementation climate. This test of the LOCI intervention will take place in conjunction with the implementation of motivational interviewing (MI) in 60 substance use disorder treatment programs in California, USA. Participants will include agency executives, 60 program leaders, and approximately 360 treatment staff. LOCI will be tested using a multiple cohort, cluster randomized trial that randomizes workgroups (i.e., programs) within agency to either LOCI or a webinar leadership training control condition in three consecutive cohorts. The LOCI intervention is 12 months, and the webinar control intervention takes place in months 1, 5, and 8, for each cohort. Web-based surveys of staff and supervisors will be used to collect data on leadership, implementation climate, provider attitudes, and citizenship. Audio recordings of counseling sessions will be coded for MI fidelity. The unit of analysis will be the workgroup, randomized by site within agency and with care taken that co-located workgroups are assigned to the same condition to avoid contamination. Hierarchical linear modeling (HLM) will be used to analyze the data to account for the nested data structure. LOCI has been developed to be a feasible and effective approach for organizations to create a positive climate and fertile context for EBP implementation. The approach seeks to cultivate and sustain both effective general and implementation leadership as well as organizational strategies and support that will remain after the study has ended. Development of a positive implementation climate for MI should result in more positive service provider attitudes and behaviors related to the use of MI and, ultimately, higher fidelity in the use of MI. This study is registered with Clinicaltrials.gov ( NCT03042832 ), 2 February 2017, retrospectively registered.

Organizational and activational effects of sex steroids on kisspeptin neuron development

PubMed Central

Poling, Matthew C.; Kauffman, Alexander S.

2012-01-01

Kisspeptin, encoded by the Kiss1 gene, is a neuropeptide required for puberty and adult reproductive function. Understanding the regulation and development of the kisspeptin system provides valuable knowledge about the physiology of puberty and adult fertility, and may provide insights into human pubertal or reproductive disorders. Recent studies, particularly in rodent models, have assessed how kisspeptin neurons develop and how hormonal and non-hormonal factors regulate this developmental process. Exposure to sex steroids (testosterone and estradiol) during critical periods of development can induce organizational (permanent) effects on kisspeptin neuron development, with respect to both sexually dimorphic and non-sexually dimorphic aspects of kisspeptin biology. In addition, sex steroids can also impart activational (temporary) effects on kisspeptin neurons and Kiss1 gene expression at various times during neonatal and peripubertal development, as they do in adulthood. Here, we discuss the current knowledge—and in some cases, lack thereof—of the influence of hormones and other factors on kisspeptin neuronal development. PMID:22728025

Developing Metrics in Systems Integration (ISS Program COTS Integration Model)

NASA Technical Reports Server (NTRS)

Lueders, Kathryn

2007-01-01

This viewgraph presentation reviews some of the complications in developing metrics for systems integration. Specifically it reviews a case study of how two programs within NASA try to develop and measure performance while meeting the encompassing organizational goals.

The Top 30 Rising Stars Program: an inter-organizational approach to leadership succession planning.

PubMed

Dilworth, Katie; Lankshear, Sara; Cava, Maureen; Aldred, Jacqueline; Hawkes, Nancy; Lefebre, Nancy; Price, Jennifer; Lawler, Valerie

2011-01-01

An effective leadership development program is an organizational investment that advances individual performance while strengthening organizational capabilities. The Top 30 Rising Stars Program is a leadership succession program designed to enable leadership capacity building within and across organizations. Key components of the program include formal learning, stretch opportunities, and mentorship. Evaluation results reveal high participant satisfaction and an increase in reported self-confidence in their ability to assume a formal leadership position.

Communication: essential strategies for success.

PubMed

O'Connor, Mary

2013-06-01

This department highlights change management strategies that may be successful in strategically planning and executing organizational change initiatives. With the goal of presenting practical approaches helpful to nurse leaders advance organizational change, content includes evidence-based projects, tool, and resources that mobilize and sustain organizational change initiatives. In this article, the author discusses strategies for communication for change processes, whether large or small. Intentional planning and development of a communication strategy alongside, not as an afterthought, to change initiatives are essential.

Middle manager involvement in strategy development in not-for profit organizations: the director of nursing perspective--how organizational structure impacts on the role.

PubMed

Carney, M

2004-01-01

An attempt was made to link organizational structure and strategic management and, in the process, to identify how organizational structure impacts on the strategic management role of Directors of Nursing working in acute care hospitals in the Republic of Ireland. Directors of Nursing are recognized as holding a pivotal role in health care delivery. The need for their involvement in strategic management is acknowledged, yet it is not clear if this role is influenced by organizational structure. It is recognized that strategic involvement increases the likelihood that middle managers' initiatives will be in line with top management's concept of corporate strategy. The principal thesis is that organizational members will exercise a higher level of strategic consensus if they have been initially involved in the development of strategy. The study was undertaken in not-for-profit health service organizations, through a series of 25 semi-structured interviews with Directors of Nursing. The review of the literature was undertaken simultaneously with grounded theory analysis of the interviews. This research suggests that structure does impact on the role, conferring both positive benefits and negative consequences. Structure is identified in this study, in terms of organizational hierarchy, and the locus of control pertaining in each organization. Two predominating structure models are discussed and analysed.

5 CFR 410.203 - Options for developing employees.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Options for developing employees. 410.203... Planning and Evaluating Training § 410.203 Options for developing employees. Agencies may use a full range of options to meet their mission-related organizational and employee development needs, such as...

NAIT CPD. Competency Profile Development: A Systems Approach for Program Review Projects.

ERIC Educational Resources Information Center

Dhariwal, Mave

The Engineering Technologies Division of the Northern Alberta Institute of Technology (NAIT) in Canada has developed a systems approach to program review called Competency Profile Development (CPD). This approach utilizes a combination of organizational communication, project management, management-by-objectives, a modified Developing A Curriculum…

To Improve the Academy: Resources for Student, Faculty, & Institutional Development, 1991.

ERIC Educational Resources Information Center

Zahorski, Kenneth J., Ed.; And Others

This annual journal issue contains 22 papers on issues of faculty development, diversity, adult learners, and instructional improvement in higher education. Many of the papers were developed for the annual conference of the Professional and Organizational Development Network in Higher Education (POD). The papers are: (1) "What Theories…

Lessons for Staff Developers from an Organization Development Intervention.

ERIC Educational Resources Information Center

Conway, James A.

1990-01-01

A case study of an organization development intervention in a large New York State school district describes to staff developers the complex process of discovering and responding to organizational needs. The discussion focuses on understanding the problem; frameworks for diagnosis and intervention; and implementing the intervention strategy.…

The Human Resource Cycle as Basis of Human Resource Development System.

ERIC Educational Resources Information Center

Jereb, Janez

The primary aim of human-resource-development systems in companies is to improve organizational performance through satisfying the development needs of individual employees. This paper presents findings of a study that looked at how human-resource-development systems worked in practice, in particular, how performance management, selection,…

A Guide to Faculty Development: Practical Advice, Examples, and Resources.

ERIC Educational Resources Information Center

Gillespie, Kay Herr, Ed.

Chapters in this guide provide practical guidance and useful information and resources relating to important aspects of faculty development, from setting up a faculty development program to assessing teaching practices. The chapters are: (1) "Faculty, Instructional, and Organizational Development: Options and Choices" (Robert M. Diamond); (2) "Ten…

Developing and Implementing a Process for the Review of Nonacademic Units.

ERIC Educational Resources Information Center

Brown, Marilyn K.

1989-01-01

A major research university's recently developed process for systematic evaluation of nonacademic units is described, and the steps in its development and implementation are outlined: review of literature on organizational effectiveness; survey of peer institutions; development of guidelines for review; and implementation in several campus units.…

Dynamical Systems Approaches to Emotional Development

ERIC Educational Resources Information Center

Camras, Linda A.; Witherington, David C.

2005-01-01

Within the last 20 years, transitions in the conceptualization of emotion and its development have given rise to calls for an explanatory framework that captures emotional development in all its organizational complexity and variability. Recent attempts have been made to couch emotional development in terms of a dynamical systems approach through…

The modern mental health system in Nepal: organizational persistence in the absence of legitimating myths.

PubMed

Tausig, M; Subedi, S

1997-08-01

This paper advances an organizational explanation for the slow pace of modernization of mental health care systems in developing societies. In complement to cultural and political economic explanations of this condition, we suggest that the value of establishing modern systems in developing societies lies in the legitimation such structures provide for indigenous modernizing efforts vis-a-vis both indigenous and external audiences. The system need not meet actual levels of service demand. Its importance is in its symbolic value as an indicator of modernity. The result is a system in "permanent failure". Implications for institutional theory and the growth of modern mental health systems in developing societies are discussed.

"The Academic Game" as a Frame Game.

ERIC Educational Resources Information Center

Bredemeier, Mary E.; And Others

1981-01-01

Describes a frame game which focuses on problems of sex, status, and organizational development. "The Academic Game" is a specific model of a generic game that has differential consequences for men and women, and is easily adaptable to other organizational settings, including public administration and industry. Six references are listed.…

High-Performance Classrooms for Women? Applying a Relational Frame to Management/Organizational Behavior Courses.

ERIC Educational Resources Information Center

Buttner, E. Holly

2002-01-01

Attributes of relational theory, based on women's development, include preventive connecting, mutual empowering, achieving, and team building. These attributes are compatible with the practices of high performance work organizations. Relational practices should be integrated into management and organizational behavior courses. (Contains 53…

Effects of Organizational Citizenship Behaviors on Selection Decisions in Employment Interviews

ERIC Educational Resources Information Center

Podsakoff, Nathan P.; Whiting, Steven W.; Podsakoff, Philip M.; Mishra, Paresh

2011-01-01

This article reports on an experiment examining the effects of job candidates' propensity to exhibit organizational citizenship behaviors (OCBs) on selection decisions made in the context of a job interview. We developed videos that manipulated candidate responses to interview questions tapping task performance and citizenship behavior content in…

Your New Role in the Organizational Drama: Measuring Effectiveness.

ERIC Educational Resources Information Center

Chalofsky, Neal E.; Reinhart, Carlene

1988-01-01

Presents a research-based model for human resource development effectiveness. Model standards specify that the HRD function has (1) the ability to diagnose problems, (2) the support of the corporate mission and culture, (3) a commitment to strategic planning and support for organizational change, (4) clearly defined staff roles and…

Three Generational Issues in Organizational Learning: Knowledge Management, Perspectives on Training and "Low-Stakes" Development

ERIC Educational Resources Information Center

Sprinkle, Therese A.; Urick, Michael J.

2018-01-01

Purpose: Methods for facilitating learning and knowledge transfer in multigenerational workplaces are of importance to organizations. Yet, intergenerational learning is vastly understudied in academic organizational literature. This conceptual paper aims to recommend future directions for studying intergenerational learning by examining three…

48 CFR 3052.209-73 - Limitation of future contracting.

Code of Federal Regulations, 2011 CFR

2011-10-01

... determined that this acquisition may give rise to a potential organizational conflict of interest. Accordingly, the attention of prospective offerors is invited to FAR Subpart 9.5—Organizational Conflicts of... performance of tasks pursuant to this contract, is required to develop specifications or statements of work...

45 CFR 1321.55 - Organization and staffing of the area agency.

Code of Federal Regulations, 2011 CFR

2011-10-01

... DEVELOPMENT SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES THE ADMINISTRATION ON AGING, OLDER AMERICANS... purpose is to administer programs for older persons; or (2) A separate organizational unit within a multi... agency on aging designates, as an area agency on aging, a separate organizational unit of a multipurpose...

45 CFR 1321.55 - Organization and staffing of the area agency.

Code of Federal Regulations, 2010 CFR

2010-10-01

... DEVELOPMENT SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES THE ADMINISTRATION ON AGING, OLDER AMERICANS... purpose is to administer programs for older persons; or (2) A separate organizational unit within a multi... agency on aging designates, as an area agency on aging, a separate organizational unit of a multipurpose...

Organizational Learning, Tacit Information, and E-Learning: A Review

ERIC Educational Resources Information Center

Falconer, Liz

2006-01-01

Purpose: The purpose of this paper is to introduce and develop the argument that e-learning technologies and techniques can play a pivotal role in encouraging and facilitating organizational learning, by transforming tacit knowledge into explicit knowledge and diffusing it throughout the organization. Design/methodology/approach: By synthesising…

Internal Organization to Serve Part-Time Student Needs.

ERIC Educational Resources Information Center

Massey, T. Benjamin

Two questions are addressed: (1) How can existing organizational structures and practices be developed where none have previously existed? The phenomenon of the adult postsecondary student is a fundamental demographic shift not initiated by the institutions but to which they must nonetheless respond. The organizational structure of the University…

The Structure of Work, Patterns of Communication, and Organizational Learning: A Three-Nation Comparison.

ERIC Educational Resources Information Center

Hanson, David P.; Saban, Kenneth

2001-01-01

Examines the relationship between internal communications and organizational learning and considers the effects of national differences in work organization on differences in internal communications, learning, and new product development. Compares small group performance in American startups, smaller Italian companies, and Japanese management…

Strategic Renewal and Development Implications of Organisational Effectiveness Research in Higher Education in Australia.

ERIC Educational Resources Information Center

Lysons, Art

1999-01-01

Suggests that organizational effectiveness research has made considerable progress in empirically deriving a systematic framework of theoretical and practical utility in Australian higher education. Offers a taxonomy based on the competing values framework and discusses use of inter-organizational comparisons and profiles for diagnosis in…

The Typology of Organizational Effectiveness in Australian Higher Education.

ERIC Educational Resources Information Center

Lysons, Art

1993-01-01

New developments emerging from a study of organizational effectiveness in Australia's system of higher education are reported, and a second study is also described. The results have established a four-group typology of institutions: classical universities, institutes of technology, colleges of advanced education, and other institutions.…

Mid-America Group: A Foundation for Renewal.

ERIC Educational Resources Information Center

Lorenzo, Albert L.; Blanzy, James J.

Drawing from a review of the literature and on-site observations, this paper sets forth a comprehensive framework for organizational renewal within the community college. Part 1 focuses on the adaptation of organizational life cycle theory to community colleges. Building upon a broadened definition of human development and the related hierarchy of…

The Diversity of School Organizational Configurations

ERIC Educational Resources Information Center

Lee, Linda C.

2013-01-01

School reform on a large scale has largely been unsuccessful. Approaches designed to document and understand the variety of organizational conditions that comprise our school systems are needed so that reforms can be tailored and results scaled. Therefore, this article develops a configurational framework that allows a systematic analysis of many…

Strategic Learning Capability: Through the Lens of Environmental Jolts

ERIC Educational Resources Information Center

Moon, Hanna; Lee, Chan

2015-01-01

Purpose: This paper aims to deepen the understanding of strategic learning through the lens of environmental jolts. Design/methodology/approach: Strategic learning is explained from the three paradigms of organizational learning. Findings: Organizational learning provides a firm foundation to develop and elaborate the concept of strategic learning…

Team Building in an Online Organizational Behavior Course

ERIC Educational Resources Information Center

Grzeda, Maurice; Haq, Rana; LeBrasseur, Rolland

2008-01-01

The authors describe the development and delivery of a team-building exercise in an online organizational behavior undergraduate course. Qualitative data of student perceptions, collected at the end of the course, revealed both positive and negative reactions to various aspects of the team-building exercise. Based on these reactions, the authors…

Student Recruitment-University Relations: A Unique Organizational Paradigm.

ERIC Educational Resources Information Center

Biundo, James V.; Crites, M. Juan

This paper examines the organizational development and process phases of establishing a student recruitment system at Southeast Missouri State University which began when the student recruitment unit of the school was transferred to the Office of University Relations. The various components of Southeast's efforts in influencing a student's choice…

A Comprehensive Approach of E-learning Design for Effective Learning Transfer

ERIC Educational Resources Information Center

Lim, Doo Hun

2012-01-01

Literature indicates that there is limited research on the national and organizational level decision processes to develop and deliver e-learning programs. In this paper, existing e-learning literature is analyzed in terms of national level factors (national culture, readiness for new technology, and infrastructure), organizational level factors…

Learning, Dynamic Capabilities and Operating Routines: A Consumer Package Goods Company

ERIC Educational Resources Information Center

Swift, Peter E.; Hwang, Alvin

2008-01-01

Purpose: This paper seeks to present organizational learning processes of knowledge accumulation, articulation, codification and subsequent routine development in a marketing services organization where judgment and rules of thumb were more the norm than codified knowledge and explicit routines. The case illustrates how organizational learning…

The Organizational Configurations of Schools

ERIC Educational Resources Information Center

Lee, Linda C.

2010-01-01

The goal of this dissertation is twofold: 1) To develop a framework and method for simultaneously examining many different school organizations and their relation to patterns of school change and 2) To utilize that framework to obtain a district-wide understanding of the organizational functioning and change patterns of Chicago Public School (CPS)…

The Importance of Mentoring Relationships among Youth Workers

ERIC Educational Resources Information Center

Gassman, Julianne; Gleason, Michael C.

2011-01-01

Organizational leaders often work to retain their employees and teach them the knowledge needed in becoming future organizational leaders. The purpose of the study examined in this article was to determine how mentoring within Camp Adventure Child and Youth Services contributes to the development of students selected to deliver programs to…

Using Rasch Measurement To Evaluate the Organizational Climate Index.

ERIC Educational Resources Information Center

Borkan, Bengu; Capa, Yesim; Figueiredo, Claudia; Loadman, William E.

School climate has been acknowledged as a construct with impact on important aspects of educational outcomes, such as student achievement, school effectiveness, and school completion. The Organizational Climate Index was an instrument developed to measure school climate (W.Hoy, 2001). This study evaluated this instrument by using Rasch…

OD Technology for the Future.

ERIC Educational Resources Information Center

Blake, Robert R.; Mouton, Jane Srygley

1979-01-01

The authors state that organizational development (OD) consultants are reluctant to rely upon instruments because this would diminish their sense of usefulness. They discuss 15 OD issues and conclude that OD instruments must be based on sound principles of behavior and sequenced in a planned way in order to implement organizational change and…

Leveraging Chinese Culture for Effective Organizational Leadership: The China Case

ERIC Educational Resources Information Center

Wang, Jia

2008-01-01

This article examined organizational leadership in the context of China. Taking a cultural perspective, this literature review traced the cultural roots of Chinese leadership and analyzed the cultural impact on leadership practice in organizations. It further provided general guidelines for leadership development in China, followed by…

Applications of Longitudinal Research to Advance Organizational Theory: A Primer

ERIC Educational Resources Information Center

Newman, David; Newman, Isadore; Hitchcock, John H.

2016-01-01

The purpose of this article is to inform researchers about and encourage the use of longitudinal designs to further understanding of human resource development and organizational theory. This article presents information about a variety of longitudinal research designs, related statistical procedures, and an overview of general data collecting…

78 FR 58309 - Proposed Information Collection Activity; Comment Request

Federal Register 2010, 2011, 2012, 2013, 2014

2013-09-23

... initiative, funded by the Children's Bureau (CB) within ACF, will support planning grants to develop a model... for the process evaluation will be used to assess grantees' organizational capacity and readiness to... response burden hours Baseline Telephone Interview of 540 270 1 1.0 270 Organizational Readiness...

Organizational Identity as a Concept for Understanding University Dynamics

ERIC Educational Resources Information Center

Stensaker, Bjørn

2015-01-01

Universities are often portrayed as, and have been found to be, quite stable organizational forms where it is difficult to initiate and implement change. However, numerous empirical studies have also found that universities are undoubtedly changing both due to internal developments and external dynamics. The paper explores this seemingly…

Overcoming Organizational Fixation: Creating and Sustaining an Innovation Culture

ERIC Educational Resources Information Center

Stempfle, Joachim

2011-01-01

Fixation on established paradigms and practices can severely limit the capability of organizations to change, thereby jeopardizing the ability of organizations to keep up with changes in their environment and new technological developments. Overcoming organizational fixation is therefore a requirement for any organization that strives to achieve…

On Research-Minded Practitioners: A Response to McBeath and Austin

ERIC Educational Resources Information Center

Yaffe, Joanne

2015-01-01

McBeath and Austin define the concept of research-minded practitioners, describe the organizational contexts, structures, and strategies for supporting this type of practitioner. Further, the authors propose a research agenda to establish effective organizational development strategies to support research-minded practitioners, align their efforts…

Organizational Commitment, Knowledge Management Interventions, and Learning Organization Capacity

ERIC Educational Resources Information Center

Massingham, Peter; Diment, Kieren

2009-01-01

Purpose: The purpose of this paper is to examine the relationship between organizational commitment and knowledge management initiatives in developing learning organization capacity (LOC). Design/methodology/approach: This is an empirical study based on a single case study, using partial least squares (PLS) analysis. Findings: The strategic…

The Organizational Meaning of Research

ERIC Educational Resources Information Center

Adria, Marco; Boechler, Patricia

2004-01-01

Practitioners and theorists have given attention recently to the role and status of research activities in Canadian university continuing education units. For individuals in units that are increasing the proportion of their organizational activities devoted to research, there will be an ongoing process of cognitive change and development as a new…

Assessing District Support for Leadership Development: Asking the Right Questions.

ERIC Educational Resources Information Center

Snow-Renner, Ravay

This document provides guiding questions and a process for school district personnel to assess the district's organizational capacity for supporting strong educational leaders in a standards-based system. These questions reflect the most recent research literature about leadership and its optimal organizational supports in high-performing school…

Organizational Health Literacy: Review of Theories, Frameworks, Guides, and Implementation Issues

PubMed Central

Bonneville, Luc; Bouchard, Louise

2018-01-01

Organizational health literacy is described as an organization-wide effort to transform organization and delivery of care and services to make it easier for people to navigate, understand, and use information and services to take care of their health. Several health literacy guides have been developed to assist healthcare organizations with this effort, but their content has not been systematically reviewed to understand the scope and practical implications of this transformation. The objective of this study was to review (1) theories and frameworks that inform the concept of organizational health literacy, (2) the attributes of organizational health literacy as described in the guides, (3) the evidence for the effectiveness of the guides, and (4) the barriers and facilitators to implementing organizational health literacy. Drawing on a metanarrative review method, 48 publications were reviewed, of which 15 dealt with the theories and operational frameworks, 20 presented health literacy guides, and 13 addressed guided implementation of organizational health literacy. Seven theories and 9 operational frameworks have been identified. Six health literacy dimensions and 9 quality-improvement characteristics were reviewed for each health literacy guide. Evidence about the effectiveness of health literacy guides is limited at this time, but experiences with the guides were positive. Thirteen key barriers (conceived also as facilitators) were identified. Further development of organizational health literacy requires a strong and a clear connection between its vision and operationalization as an implementation strategy to patient-centered care. For many organizations, becoming health literate will require multiple, simultaneous, and radical changes. Organizational health literacy has to make sense from clinical and financial perspectives in order for organizations to embark on such transformative journey. PMID:29569968

Organizational Health Literacy: Review of Theories, Frameworks, Guides, and Implementation Issues.

PubMed

Farmanova, Elina; Bonneville, Luc; Bouchard, Louise

2018-01-01

Organizational health literacy is described as an organization-wide effort to transform organization and delivery of care and services to make it easier for people to navigate, understand, and use information and services to take care of their health. Several health literacy guides have been developed to assist healthcare organizations with this effort, but their content has not been systematically reviewed to understand the scope and practical implications of this transformation. The objective of this study was to review (1) theories and frameworks that inform the concept of organizational health literacy, (2) the attributes of organizational health literacy as described in the guides, (3) the evidence for the effectiveness of the guides, and (4) the barriers and facilitators to implementing organizational health literacy. Drawing on a metanarrative review method, 48 publications were reviewed, of which 15 dealt with the theories and operational frameworks, 20 presented health literacy guides, and 13 addressed guided implementation of organizational health literacy. Seven theories and 9 operational frameworks have been identified. Six health literacy dimensions and 9 quality-improvement characteristics were reviewed for each health literacy guide. Evidence about the effectiveness of health literacy guides is limited at this time, but experiences with the guides were positive. Thirteen key barriers (conceived also as facilitators) were identified. Further development of organizational health literacy requires a strong and a clear connection between its vision and operationalization as an implementation strategy to patient-centered care. For many organizations, becoming health literate will require multiple, simultaneous, and radical changes. Organizational health literacy has to make sense from clinical and financial perspectives in order for organizations to embark on such transformative journey.

Organizational Development: Can MBO Help?

ERIC Educational Resources Information Center

Steeves, Eric L.

1973-01-01

Author describes Organization Development as a process of diagnosis, selection of appropriate interventions'' or solutions to the problem, and reinforcing the new behavior so that it becomes a way of life. (GB)

Proposal for a university-community-hospice partnership to address organizational barriers to cultural competence.

PubMed

Reese, Dona J

2011-02-01

Models of culturally competent hospice services have been developed, but they are not generally being used. This article describes a participatory action research project which is addressing organizational barriers to cultural competence through a university-community-hospice partnership. The intervention plan is to develop a connection with the African American community, increasing community knowledge, and hospice staff cultural competence through a social work student field placement. It is hoped that, if successful, this model will be replicated to address the problem of African American utilization and access to hospice.

The ASSIST: Bringing Information and Software Together for Scientists

NASA Technical Reports Server (NTRS)

Mandel, Eric

1997-01-01

The ASSIST was developed as a step toward overcoming the problems faced by researchers when trying to utilize complex and often conflicting astronomical data analysis systems. It implements a uniform graphical interface to analysis systems, documentation, data, and organizational memory. It is layered on top of the Answer Garden Substrate (AGS), a system specially designed to facilitate the collection and dissemination of organizational memory. Under the AISRP program, we further developed the ASSIST to make it even easier for researchers to overcome the difficulties of accessing software and information in a complex computer environment.

Analysis of the 323rd Flying Training Wing Using Organizational Development and the Action Research Model: A Communications Audit.

DTIC Science & Technology

1979-05-15

United - -r’TA a~ y, Colorado Submitted in partial satisfaction of the requirements for the degree of MASTER OF ARTS in SPEECH COMMUNICATION V.r at...were developed, one by Fiedler and the other by Vroom , and finally the action research model proposed by French and Bell. All three have a different... Performance ," Org.anizational Behavior and Human Performance 3(1968): 143. 9 David A. Nadler, Philip H. Mirvis, and Cortland T. Cammann, "The Ongoing Feedback

Job Satisfaction, Organizational Commitment and Job Involvement: The Mediating Role of Job Involvement

PubMed Central

Ćulibrk, Jelena; Delić, Milan; Mitrović, Slavica; Ćulibrk, Dubravko

2018-01-01

We conducted an empirical study aimed at identifying and quantifying the relationship between work characteristics, organizational commitment, job satisfaction, job involvement and organizational policies and procedures in the transition economy of Serbia, South Eastern Europe. The study, which included 566 persons, employed by 8 companies, revealed that existing models of work motivation need to be adapted to fit the empirical data, resulting in a revised research model elaborated in the paper. In the proposed model, job involvement partially mediates the effect of job satisfaction on organizational commitment. Job satisfaction in Serbia is affected by work characteristics but, contrary to many studies conducted in developed economies, organizational policies and procedures do not seem significantly affect employee satisfaction. PMID:29503623

Job Satisfaction, Organizational Commitment and Job Involvement: The Mediating Role of Job Involvement.

PubMed

Ćulibrk, Jelena; Delić, Milan; Mitrović, Slavica; Ćulibrk, Dubravko

2018-01-01

We conducted an empirical study aimed at identifying and quantifying the relationship between work characteristics, organizational commitment, job satisfaction, job involvement and organizational policies and procedures in the transition economy of Serbia, South Eastern Europe. The study, which included 566 persons, employed by 8 companies, revealed that existing models of work motivation need to be adapted to fit the empirical data, resulting in a revised research model elaborated in the paper. In the proposed model, job involvement partially mediates the effect of job satisfaction on organizational commitment. Job satisfaction in Serbia is affected by work characteristics but, contrary to many studies conducted in developed economies, organizational policies and procedures do not seem significantly affect employee satisfaction.

The Affordable Care Act: the ethical call to transform the organizational culture.

PubMed

Piper, Llewellyn E

2014-01-01

The Patient Protection and Affordable Care Act will require health care leaders and managers to develop strategies and implement organizational tactics for their organization to survive and thrive under the federal mandates of this new health care law. Successful health care organizations and health care systems will be defined by their adaptability in the new value-based marketplace created by the Affordable Care Act. The most critical underlining challenge for this success will be the effective transformation of the organizational culture. Transformational value-based leadership is now needed to answer the ethical call for transforming the organizational culture. This article provides a model and recommendations to influence change in the most difficult leadership duty-transforming the organizational culture.

The Influence of Organizational Culture on School-Based Obesity Prevention Interventions: A Systematic Review of the Literature.

PubMed

Fair, Kayla N; Solari Williams, Kayce D; Warren, Judith; McKyer, E Lisako Jones; Ory, Marcia G

2018-06-01

Although the influence of organizational culture has been examined on a variety of student outcomes, few studies consider the influence that culture may have on school-based obesity prevention interventions. We present a systematic review of the literature to examine how elements of organizational culture may affect the adoption, implementation, and sustainability of school-based obesity prevention interventions. Fourteen studies examining the impact of organizational-level characteristics on school-based obesity prevention interventions were identified through the online databases EBSCO (CINAHL, ERIC, Agricola), Web of Science, Medline (PubMed), and Scopus. Five themes were identified as elements of organizational culture that influence the adoption, implementation, and sustainability of school-based obesity prevention interventions: organizational response to limited resources, value placed on staff training and professional development, internal support, organizational values, and school climate. Organizational culture can greatly influence the success of school-based obesity interventions. The collection of data related to organizational-level factors may be used to identify strategies for creating and sustaining a supportive environment for obesity prevention interventions in the school setting. © 2018, American School Health Association.

[Path analysis of the Influence of Hospital Ethical Climate Perceived by Nurses on Supervisor Trust and Organizational Effectiveness].

PubMed

Noh, Yoon Goo; Jung, Myun Sook

2016-12-01

The purpose of this study was to analyze the paths of influence that a hospital's ethical climate exerts on nurses' organizational commitment and organizational citizenship behavior, with supervisor trust as the mediating factor, and verify compatibility of the models in hospital nurses. The sample consisted of 374 nurses recruited from four hospitals in 3 cities in Korea. The measurements included the Ethical Climate Questionnaire, Supervisor Trust Questionnaire, Organizational Commitment Questionnaire and Organizational Citizenship Behavior Questionnaire. Ethical Climate Questionnaire consisted of 6 factors; benevolence, personal morality, company rules and procedures, laws and professional codes, self-interest and efficiency. Data were analysed using SPSS version 18.0 and AMOS version 18.0. Supervisor trust was explained by benevolence and self-interest (29.8%). Organizational commitment was explained by benevolence, supervisor trust, personal morality, and rules and procedures (40.4%). Organizational citizenship behavior was explained by supervisor trust, laws and codes, and benevolence (21.8%). Findings indicate that managers need to develop a positive hospital ethical climate in order to improve nurses' trust in supervisors, organizational commitment and organizational citizenship behavior.

Administrative skills for academy physicians.

PubMed

Aluise, J J; Schmitz, C C; Bland, C J; McArtor, R E

To function effectively within the multifaceted environment of the academic medical center, academic physicians need to heighten their understanding of the economics of the health care system, and further develop their leadership and managerial skills. A literature base on organizational development and management education is now available, which addresses the unique nature of the professional organization, including academic medical centers. This article describes an administration development curriculum for academic physicians. Competency statements, instructional strategies, and references provide health care educators with a model for developing administrative skills programs for academic physicians and other health care professionals. The continuing success of the academic medical center as a responsive health care system may depend on the degree to which academic physicians and their colleagues in other fields gain sophistication in self-management and organizational administration. Health care educators can apply the competencies and instructional strategies offered in this article to administrative development programs for physicians and other health professionals in their institutions.

Nurses’ perspective on spiritual leadership: A qualitative study based on Fry’s spiritual leadership model

PubMed Central

Jahandar, Parivash; Tafreshi, Mansoureh Zagheri; Rassouli, Maryam; Atashzadeh-Shoorideh, Foroozan; Kavousi, Amir

2017-01-01

Background Spiritual leadership and spirituality in organizations have the capacity to develop individual and organizational outcomes. This concept, as a newly established paradigm, has many ambiguities and definitions highly affected by cultural contexts. Objective This study aimed at determining the concept of spiritual leadership from nurses’ perspective and recognizing aspects of spiritual leadership model in the Iranian nurses’ sociocultural context, to achieve a common and comprehensive understanding of the concept under study. Methods This qualitative study used a directed content analysis method. The participants of this study were 14 managers and nurses employed at different wards of hospitals affiliated to medical universities of Tehran, and were selected using purposive sampling method on the basis of inclusion criteria. The data were collected via individual, deep, and semi-structured interviews from October 2015 to March 2016. Results In this study, 14 participants were interviewed, 11 females and three males aged between 26 and 52 years old with a mean working experience of 13 years. After data analysis, 33 subcategories were distilled which fell into nine categories and three main categories including “spiritual leadership”, “spiritual well-being”, and “organizational consequences”. The findings indicated that spiritual leadership can, through application of intrinsic motivation, help develop individual and organizational outcomes by the use of elements of extrinsic motivation in organizational learning. Conclusion Nursing managers and nurses expunged upon various dimensions of spiritual leadership. The elements of extrinsic motivation and organizational learning have the potential to develop spiritual leadership. The nursing leaders can use this potential to foster the outcomes of nursing services. PMID:29403611

Toward a Measure of Accountability in Nursing: A Three-Stage Validation Study.

PubMed

Drach-Zahavy, Anat; Leonenko, Marina; Srulovici, Einav

2018-06-04

To develop and psychometrically evaluate a three-dimensional questionnaire suitable for evaluating personal and organizational accountability in nurses. Accountability is defined as a three-dimensional value, directing professionals to take responsibility for their decisions and actions, to be willing to explain them (transparency) and to be judged according to society's accepted values (answerability). Despite the relatively clear definition, measurement of accountability lags well behind. Existing self-report questionnaires do not fully capture the complexity of the concept; nor do they capture the different sources of accountability (e.g., personal accountability, organizational accountability). A three-stage measure development. Data were collected during 2015-2016. In Phase 1, an initial database of items (N = 74) was developed, based on literature review and qualitative study, establishing face and content validity. In Phase 2, the face, content, construct and criterion-related validity of the initial questionnaires (19 items for personal and organizational accountability questionnaire) was established with a sample of 229 nurses. In Phase 3, the final questionnaires (19 items each) were validated with a new sample of 329 nurses and established construct validity. The final version of the instruments comprised 19 items, suitable for assessing personal and organizational accountability. The questionnaire referred to the dimensions of responsibility, transparency and answerability. The findings established the instrument's content, construct and criterion-related validity, as well as good internal reliability. The questionnaire portrays accountability in nursing, by capturing nurses' subjective perceptions of accountability dimensions (responsibility, transparency, answerability), as demonstrated by personal and organizational values. This article is protected by copyright. All rights reserved. This article is protected by copyright. All rights reserved.

5 CFR 9701.408 - Developing performance and addressing poor performance.

Code of Federal Regulations, 2011 CFR

2011-01-01

... Developing performance and addressing poor performance. (a) Subject to budgetary and other organizational... 5 Administrative Personnel 3 2011-01-01 2011-01-01 false Developing performance and addressing poor performance. 9701.408 Section 9701.408 Administrative Personnel DEPARTMENT OF HOMELAND SECURITY...

Developing Organizational Adaptability for Complex Environment

ERIC Educational Resources Information Center

Boylan, Steven A.; Turner, Kenneth A.

2017-01-01

Developing organizations capable of adapting requires leaders to set conditions. Setting conditions normally requires purposeful activities by the leadership to foster and develop leader and individual adaptability, supported by processes and activities that enable adaptive behaviors through the totality of the organization (Goldstein, Hazy, &…