Learning in organizations : complexities and diversities

Learning in Organizations focuses on the issues of diversity in the context of organizational learning. It examines those diversities present in organizations among learners and contexts both within and between organizations. In order for learning to be effective and efficient these diversities must be acknowledged and addressed in the learning design process.

Customer-focused CRM: a marketing challenge for organizations

The article explains that CRM is all about building longterm business relationships with customers. It is best described as the blending of internal business processes: sales, marketing and customer support with technology. Research indicates that poor project planning, weak and
incomplete business cases, cost and complexity of the technology, lack of.technological skills, lack of system integration and lack of senior management involvement in the CRM process are among the many factors that inhibit the successful adoption ofCRM in companies. The article presents a framework for customer centric CRM.

A risk analysis model to reduce computer security risks among healthcare organizations

The paper describes the on-going development of a new computer-based security risk analysis methodology that may be used to determine the computer security requirements of medical computer systems. The methodology has been developed for use within healthcare, with particular emphasis placed upon protecting medical information systems. The paper goes on to describe some of the problems with existing automated risk analysis systems, and how the ODESSA system may overcome the majority of these problems. Examples of security scenarios are also presented.

Norm diffusion within international organizations: a case study of the World Bank

Constructivists often argue that International Organizations (IOs) diffuse norms throughout the international system. This article asks the question: if IOs promote and diffuse specific norms within world politics, where do these norms come from? In particular, this analysis seeks to formulate how IOs' identities emerge in issue areas where rationalist theories give limited explanation, such as the environment. This article posits that IOs interact with and consume norms from non-state actors such as transnational advocacy networks, a process overlooked by the constructivist analysis of institutions. This is examined through a case study of the World Bank's environmental identity where transnational advocacy networks played an important role in the Bank's shift towards sustainable development, through processes characterized here as direct and indirect socialization. This article demonstrates that the Bank's shift was more than instrumental as a result of this interaction, and that constructivists therefore need to examine the role of IOs as norm consumers as well as norm diffusers.

A study of organizational effectiveness for national olympic sporting organizations

This study applies the competing values approach (CVA) of organizational effectiveness to a sample of nonprofit Australian national Olympic sporting organizations (NOSOs). The purpose of the study was to determine the psychometric properties of the subscales developed within each of the four quadrants composing the CVA. Two hundred eightynine constituents from 10 NOSOs participated in this study. Initial factor analysis resulted in six of the eight theoretically derived cells in the CVAeach yielding one reliable factor. These were Flexibility, Resources, Planning, Productivity, Availability of Information, and Stability. The other two cells, Skilled Workforce and Cohesive Workforce, each produced a two-factor structure. To understand the relationship between these manifest factors (cells) and organizational effectiveness, a confirmatory factor analysis was conducted, which revealed that the rational-goal model, comprising Productivity and Planning, was the critical determinant of effectiveness in NOSOs.

A self-representation analysis of the effects of individualist-collectivist interactions within organizations in individualistic cultures

Purpose – Increasingly, organizations in the Asia-Pacific region are recognizing the importance of cross-cultural management to the sustainability of their competitive edge. Although the literature is replete with cross-cultural studies of individualism and collectivism, little information is available on the factors that foster effective individualist–collectivist interaction (ICI) within organizations. This paper attempts to provide a theoretical description of individualists and collectivists at the individual
level of analysis, which offers specific testable hypotheses about the effect of self-representation on prejudice between individualists and collectivists (ICs).

Design/methodology/approach – In this paper, a theoretical model is presented in which intergroup prejudices and interpersonal prejudices mediate the effects of ICI and bicultural orientation toward cross-cultural experiences and, in which, the dissimilarity openness of the climate
moderates the level and outcome of prejudices flowing from ICI.

Findings – The model depicts that the outcomes of ICI are mediated by the intergroup prejudices of collectivists and the interpersonal prejudices of individualists, which are moderated by the extent of diversity-oriented HRM policies and practices and individuals’ orientation to cross-cultural experiences. When workforces become culturally diverse, organizations should modify HRM practices to enable the full use of the range of skills and talents available from the diversity, and to ensure affective and behavioral costs are minimized. As globalization and international competition will continue to increase, organizations including those in the Asia-Pacific region, should seriously reevaluate their HRM policies to adapt and take advantage of an increasingly culturally diverse workforce.

Originality/value – The model provides a useful basis upon which organization researchers and practitioners can base their respective agendas.

Theorizing norm diffusion within international organizations

International Organizations (IOs) promote and diffuse norms within world politics. This prompts the question: where do these norms come from? This inquiry analyses how IOs have been perceived within the emerging norms literature where IOs are 'norm diffusers' within the international system, and finds that the way in which IOs themselves internalize norms has not been taken into account. This poses a potentially fruitful new avenue of inquiry into why and when IOs behave as norm diffusers. An interpretation of when and why IOs internalize norms is offered by positing that IO identities are not fixed and that they are 'norm consumers' socialized by state and non-state actors.

Defining fraud: issues for organizations from an information systems perspective

Fraud is one of the besetting evils of our time. While less dramatic than crimes of violence like murder or rape, fraud can inflict significant damage at organizational or individual level.

Fraud is a concept that seems to have an obvious meaning until we try to define it. As fraud exists in many different guises, and it is necessary to carefully define what it is and to tailor policies and initiatives accordingly.

Developing a definition of fraud is an early step of a prevention program. In order to be involved in the protection function, people at all levels of an organization must be knowledgeable about fraud. In this paper, we discuss the risk of fraud from an information systems perspective, explain what fraud is and present a range of definitions of fraud and computer fraud. We argue that without clearly defining fraud, organizations will not be able to share information that has the same meaning to everyone, to agree on how to measure the problem, and to know the extent of the problem, in order to decide how much and where to deploy resources to effectively solve it.

Investigating codes of ethics within the largest private sector organizations in Sweden and Turkey

The aim of the study was to examine the ways that private sector organizations in Sweden and Turkey communicated the intent of their codes of ethics to their employees. Primary data was obtained via a self-administered mail questionnaire distributed to a census of the top 500 private sector organizations in each country based on revenue. The study identified some interesting results that showed that the small group of companies in Turkey that have a code may be more advanced in ethics artefacts usage than Sweden. Such a conclusion is counterintuitive as one would have expected a developed nation like Sweden to be more advanced in these measures than a developing nation such as Turkey. The culture of one's country may playa large role in the implementation of ethics artefacts in corporations and could be a major reason for this difference.