Het effect van formele en informele feedback op het innovatievermogen van organisaties

Little attention in literature so far has been given to the impact of feedback on organizational development and change. As well as the impact of feedback on the innovation power of organizations. The capacity of innovation of organizations however may be seen as a crucial capacity of organizations to survive in competitive markets. Prior studies towards the impacts of feedback have more often analyzed formal and informal feedback separately, other than analyzing them together in one study. This master thesis develops and explores a model to assess the possible impact of both formal and informal feedback on the capacity of innovation within organizations. The master thesis is the closing assignment of a Master Study Management at the Open Universiteit Nederland. The general question of the single-case study is: What is the impact of formal and informal feedback on the capacity of innovation of companies? The explored model in the study is a combination of the model of Lawson and Samson (2001) about the capacity of innovation and the framework model of Pitkänen and Lukka (2011) about formal and informal feedback. The single-case study is performed at Yellowbrick, a Dutch company which offers consumers an online parking service, suitable for the use on smartphones. The single-case study is performed twofold by semi-structured interviews and a survey. Although conclusions may not be generalized, because of the limitations of the study and the particularly small investigated group, some findings may be suitable for further investigation. In the study was found that feedback has an impact on the capacity of innovation. Formal feedback scored higher than informal feedback when asked about the impact on the capacity of innovation. The study also found multiple ‘new’ kinds of feedback used by organizations, other than the more ‘traditional’ forms of feedback, such as team meetings and bilateral meetings. Further on was analyzed that when employees find themselves more involved in the process of an innovation, they also seem to score the organization higher on the capacity of this innovation.

Het Effect van Online Cognitieve Gedragstherapie op Seksuele Disfuncties bij Vrouwen

Het doel van dit onderzoek is na te gaan in welke mate de online cognitieve gedragstherapie bij vrouwen met seksuele disfuncties effectief is voor wat betreft seksueel functioneren, seksuele lijdensdruk en de houding die de vrouwen hebben ten aanzien van seks. Drie vrouwen (gemiddelde leeftijd 39,6 jaar) met minstens één diagnose van een opwindingsgerelateerde seksuele disfunctie (seksuele interesse/opwindingsstoornis, orgasmestoornis) volgens de criteria van de DSM-5, hebben deelgenomen aan het onderzoek. Er wordt gebruik gemaakt van een single case A-B-fase design: zowel in de controlefase (Fase A) wanneer de proefpersoon nog geen internettherapie krijgt, als in de behandelfase (Fase B) worden verschillende metingen verricht. Hierbij wordt het effect van wel of geen internettherapie binnen één persoon onderzocht door de metingen in de controlefase (Fase A) te vergelijken met de metingen in de behandelfase (Fase B). Elke meting betreft een in te vullen zelfrapportage-vragenlijst (24 items) waarin de drie variabelen worden gemeten. Seksueel functioneren werd gemeten met drie items uit de Female Sexual Function Index (FSFI) (Rosen et al., 2000; ter Kuile et al., 2009); seksuele lijdensdruk met de Female Sexual Distress Scale Revised (FSDS-R) (Derogatis et al., 2008; ter Kuile et al., 2009); en de attitude ten aanzien van seks met een zestal items van de Sexual Opion Survey (SOS) (Fisher, Byrne, White, & Kelley, 1988). Middels de randomisatietoets is nagegaan wat het therapie-effect per proefpersoon en het algehele therapie-effect is. Uit de resultaten met betrekking tot het therapie-effect per proefpersoon blijkt dat de behandeling enkel voor de eerste proefpersoon een positief effect lijkt te hebben op het seksueel functioneren. Wat betreft de variabele seksuele lijdensdruk lijkt de behandeling enkel voor proefpersoon 2 een positief effect te hebben. Wat betreft de variabele attitude ten aanzien van seks lijkt er voor alle drie de proefpersonen geen effect van de behandeling aanwezig te zijn. Voor proefpersoon 1 lijkt de attitude ten aanzien van seks tijdens de behandelfase juist te verslechteren in plaats van te verbeteren. Uit de resultaten met betrekking tot het algehele therapie-effect is enkel voor de variabele seksueel functioneren een kleine kans aanwezig dat de behandeling een positief effect heeft.

What's in it for us? A case study research about micro sense making processes through the eyes of front line employees, during culture change implementation

Abstract How employees make sense of change is a very complex process. Recently, academics have neglected to research sense making activities in a micro culture implementation context, through the eyes of front line employees. In contrast to a macro view, a micro perspective limits researchers to only look at an individual, departmental or group level. By doing so, we can zoom in on the details of sense making processes that employees use in their daily work life. A macro (organisational) view is based on the notion that there is a general integrated culture that can be found in all organisational units and departments. It is assumed that culture can be researched by using the entire organisation as one single research entity. This thesis challenges this assumption. In case of planned change it is usually the management community who are in charge of the change intervention. Because of their formal hierarchical position, they have the power to abort or initiate change programs. It is perhaps therefore that researchers tend to be focused on the management community rather than on lower level organisational members, such as front line employees. Apart from the micro view, scholars also neglected to research culture change implementation through the eyes of front line employees. This thesis is an attempt to fill these two gaps that currently exists in academic change management publications. The main research question is therefore: From a micro point of view how do front-line employees make sense of the impact of culture change, during the implementation phase? This thesis starts with a literature review which exposes the two main gaps. The most important outcome of this review is that only 2% of the research articles dealt with culture implementation, through the eyes of front line employees. A conceptual research model is built on the integrated sense making theory of Weber and Manning (2001) and the micro variables of Raelin and Cataldo (2011). These theories emphasize elements of sense making in a daily working context. It is likely that front line employees can identify themselves with research elements such as tasks, skills practices, involvement and behaviour. Front line employees were selected, because as lower level organisational members they are usually the change recipients. They are further away from the change initiating scene (usually the management of an organisation) and form a potential sense making ‘hotspot’ that could provide new academic insights. In order to carry out the primary research, two case organisations were selected in the leisure industry. A participative case study research method was chosen. This meant that the researcher worked in the concerning departments of the case organisations. The goal was to observe and interview front line employees, while they were performing their jobs. The most important advantage of this approach is that the researcher temporarily becomes one with the organisation and is therefore able to acquire both formal and informal narratives that front line employees use during sense making activities. It was found that front line employees make sense of organisational change by using a practical approach. They make sense of the change program by carrying out new tasks, developing new skills and sharing best practices. The most noticeable conclusion was that sense making activities predominantly take place at an individual level in relation to change acceptance. Organisational members tend to create a mental equation in order to weigh the advantages against the disadvantages. They evaluate whether the concerning change program is beneficial to them or not. For future research a sense making scheme model is suggested that is based on two methods: an introspection and an action method.