The influence of organizational and national culture on new product performance

The authors conduct a meta-analysis on the combined influence of organizational and national culture on new product performance. For this purpose, they refer to the effectiveness of value congruency and develop a conceptual model describing the fit between organizational culture types as suggested by the competing values framework and national culture, as described by Hofstede's cultural dimensions. The meta-analysis is based on 489 effect sizes taken from 123 manuscripts. The findings show that organizations with a market culture show the highest new product performance, while hierarchy-type organizations show the lowest performance. The influence of national culture variables supports the effect of value congruency, and shows that in individualistic cultures the impact of a clan culture decreases, the impact of an adhocracy culture type decreases with uncertainty avoidance, and the influence of a hierarchy culture type increases with power distance. The superior effect of a market culture type can be matched by other organizational orientations, but in particular national cultures only. The combined findings underline the importance for firms that seek to improve the success rate of new products on international markets to consider the fit of a national culture with a firm's organizational culture.

A modern termelési koncepciók és a szervezeti kultúra kapcsolata - Irodalomfeldolgozás

Habár egyöntetű a kutatók és szakértők véleménye a tekintetben, hogy a szervezeti kultúra változtatása nélkül nem lehet sikeres és fenntartható egyik modern termelési koncepció sem, meglehetősen csekély az egyes termelési koncepciók és a szervezeti kultúra kapcsolatát vizsgáló empirikus munkák száma. Így máig megválaszolatlan a témával kapcsolatos számos alapkérdés. Jelen irodalomfeldolgozás a vezető termelésmenedzsment- folyóiratokban megjelent munkákra építve vizsgálja a modern termelési koncepciók és a szervezeti kultúra kapcsolatát. A szervezeti kultúra empirikus megragadásánál az egyik széles körben elfogadott eszközt, a versengő értékek modelljét (Competing Values Framework – CVF) állítja középpontba. A tanulmány az első felében bemutatja a szervezeti kultúra kutatásának motivációit, a releváns irodalomként meghatározott kiemelt cikkek kiválasztásának lépéseit, a CVF-modellt. A tanulmány második része foglalkozik, hogy a kiválasztott forrásokban leírt kutatások milyen kapcsolatot tártak fel a CVF-modellel megragadott szervezeti kultúra és három modern termelési koncepció, a teljes körű minőségmenedzsment (TQM), a fejlett termeléstechnológia (Advanced Manufacturing Technology – AMT) és a lean menedzsment esetében. A szerzők a cikk végén a hazai kutatások eredményeit mutatják be, majd a tanulmány fő megállapításait összegzik.

Gobierno empresarial: etnografía de un proyecto de cultura organizacional en la Cía. Aceros Ltda

La presente investigación analiza las dinámicas y relaciones sociales de la implementación de un estudio de cultura organizacional en un escenario etnográfico concreto. El propósito del presente trabajo, es analizar el estudio de la cultura organizacional como una técnica de gobierno con unas prácticas específicas, negociadas, consensuadas y establecidas en el marco de la participación de los empleados en el estudio realizado por la empresa.

Caracterização da cultura organizacional utilizando o Modelo dos Valores Contrastantes: o caso da Universidade de Évora

Considerada, cada vez mais, como um atributo organizacional essencial para o sucesso das organizações, a cultura organizacional ainda não é conhecida da maioria das Universidades, as quais têm sido sujeitas a transformações sem precedentes para se adaptar e a acompanhar os desafios societais. Adotando uma abordagem multimétodo, procurou-se a caracterizar a cultura organizacional de uma universidade publica portuguesa, segundo o Modelo dos Valores Contrastantes recorrendo ao questionário FOCUS e à entrevista semiestruturada de Quinn. Os resultados revelaram uma ênfase na cultura de regras para a Universidade no seu todo e de três subgrupos. A cultura de apoio foi enfatizada numa Escola. Estes resultados confirmam a tendência das entidades publicas valorizarem as regras, a estabilidade e os processos internos. A literatura afirma a necessidade de se procurarem estratégias de abertura ao exterior, flexibilizaçao de processos e estruturas deforma a aumentar a produtividade e melhorar a adaptação aos desafios externos; Abstract: Characterization of Organizational Culture using the Competing Values Framework: The Case of the University of Évora Regarded increasingly as an essential organizational attribute to the success of organizations, organizational culture is not known to most of the universities, which have been subject to unprecedented transformations to adapt and keep up with societal challenges. Adopting a multimethod approach, we sought to characterize the organizational culture of a public Portuguese university, according to the Competing Values Framework using the FOCUS questionnaire and semistructured interview by Quinn. The results revealed an emphasis on Rules culture for the University as a whole and three of their subgroups. The Support culture was emphasized in one university School. These results confirm the trend of public institutions to value the rules, stability and internal processes. The literature states that universities need to seek strategies opening to the outside, flexibilization of processes and structures to increase productivity and better adapt to external changes.

Understanding stakeholder preferences for flood adaptation alternatives with natural capital implications

Inland flood risks are defined by a range of environmental and social factors, including land use and floodplain management. Shifting patterns of storm intensity and precipitation, attributed to climate change, are exacerbating flood risk in regions across North America. Strategies for adapting to growing flood risks and climate change must account for a community’s specific vulnerabilities, and its local economic, environmental, and social conditions. Through a stakeholder-engaged methodology, we designed an interactive decision exercise to enable stakeholders to evaluate alternatives for addressing specific community flood vulnerabilities. We used a multicriteria framework to understand what drives stakeholder preferences for flood mitigation and adaptation alternatives, including ecosystem-based projects. Results indicated strong preferences for some ecosystem-based projects that utilize natural capital, generated a useful discussion on the role of individual values in driving decisions and a critique of local environmental and hazard planning procedure, and uncovered support for a river management alternative that had previously been considered socially infeasible. We conclude that a multicriteria decision framework may help ensure that the multiple benefit qualities of natural capital projects are considered by decision makers. Application of a utility function can demonstrate the role of individual decision-maker values in decision outcomes and help illustrate why one alternative may be a better choice than another. Although designing an efficient and accurate multicriteria exercise is quite challenging and often data intensive, we imagine that this method is applicable elsewhere. It may be especially suitable to group decisions that involve varying levels of expertise and competing values, as is often the case in planning for the ecological and human impacts of climate change.

Reducing the harms caused by cannabis use: the policy debate in Australia

The debate about cannabis policy in Australia has revolved around the harms that cannabis causes to users and the community, on the one hand, and the harms that are caused by the prohibition of its use, on the other. This paper assesses evidence on: (1) the harms caused to users and the community by cannabis use (derived from the international scientific literature) and (2) the harms that arise from prohibition (as reflected in Australian research). The most probable harms caused by cannabis use include: an increased risk of motor vehicle accidents; respiratory disease; dependence; adverse effects on adolescent development; and the exacerbation of psychosis. The harms of the current prohibition on cannabis use policy are less tangible but probably include: the creation of a large blackmarket; disrespect for a widely broken law; harms to the reputation of the unlucky few cannabis users who are caught and prosecuted; lack of access to cannabis for medical uses; and an inefficient use of law enforcement resources. Cannabis policy unavoidably involves trade offs between competing values that should be made by the political process. Australian cannabis policy has converged on a solution which continues to prohibit cannabis but reduces the severity of penalties for cannabis use by either removing criminal penalties or diverting first time cannabis offenders into treatment and education. (C) 2001 Elsevier Science Ireland Ltd. All rights reserved.

Public sector change in Australia: Are managers' ideals being realized?

Public sector organizations traditionally have been associated with the internal process (bureaucratic) model of organizational culture. Public choice and management theory have suggested that public sector managers can learn from the experience of private sector management, and need to change from the Internal process model of organizational culture. Due to these Influences an managers, the current research proposes that managers' perceptions of Ideal organizational culture would no longer reflect the Internal process model. Public sector managers' perceptions of the current culture, as well as their perceptions of the Ideal culture, were measured. A mail-out survey was conducted In the Queensland (a state of Australia) public sector. Responses to a competing values culture Inventory were received from 222 managers. Results Indicated that a reliance on the Internal process model persists, while managers had a desire for cultural models other than the Internal process model, as hypothesized.

Gender differences in HIV progression to AIDS and death in industrialized countries: slower disease progression following HIV seroconversion in women.

To evaluate sex differences in human immunodeficiency virus (HIV) disease progression before (pre-1997) and after (1997-2006) introduction of highly active antiretroviral therapy, the authors used data from a collaboration of 23 HIV seroconverter cohort studies from Europe, Australia, and Canada restricted to the 6,923 seroconverters infected through injecting drug use and sex between men and women. Within a competing risk framework, they used Cox proportional hazards models allowing for late entry to evaluate sex differences in time from HIV seroconversion to death, to acquired immunodeficiency syndrome (AIDS), and to each first AIDS-defining disease and death without AIDS. While no significant sex differences were found before 1997, from 1997 onward, women had a lower risk of AIDS (adjusted cumulative relative risk (aCRR) = 0.76, 95% confidence interval (CI): 0.63, 0.90) and death (adjusted hazard ratio = 0.68, 95% CI: 0.56, 0.82) than men did. Compared with men, women also had lower risks of AIDS dementia complex (aCRR = 0.23, 95% CI: 0.07, 0.74), tuberculosis (aCRR = 0.60, 95% CI: 0.39, 0.92), Kaposi's sarcoma (aCRR = 0.27, 95% CI: 0.07, 0.99), lymphomas (aCRR = 0.47, 95% CI: 0.23, 0.96), and death without AIDS (aCRR = 0.74, 95% CI: 0.56, 0.98). Sex differences in HIV disease progression have become larger and statistically significant in the era of highly active antiretroviral therapy, supporting a stronger impact of health interventions among women.

Supplémentation en glutamine et statut immunitaire de nageurs élites en compétition

Le but de cette étude consiste à démontrer l’impact positif d’une supplémentation en glutamine chez des nageurs élites, afin d’améliorer le statut immunitaire et d’évaluer si les changements plasmatiques de la glutamine peuvent expliquer l’incidence d’infections des voies respiratoires (IVRS). En parallèle, ce projet évalue si les apports alimentaires influencent la glutamine plasmatique et l’incidence d’IVRS. L’étude s’est effectuée auprès de 14 athlètes élites (8 hommes, 6 femmes). Chaque athlète a participé aux deux conditions expérimentales : un supplément de glutamine et une solution placebo isocalorique. Les périodes de supplémentation se déroulaient sur sept jours, incluant trois journées consécutives de compétition. Le profil hématologique, après les compétitions, montre qu’un supplément de glutamine n’améliore pas significativement la concentration plasmatique en glutamine ni les niveaux de cytokines comparativement à une solution placebo. Bien que les résultats soient semblables sous les deux conditions, les niveaux post-compétition ont tendance à être supérieurs aux valeurs pré-supplémentation, lorsqu’un apport exogène en glutamine est fourni à l’organisme alors que les concentrations plasmatiques de glutamine tendent à diminuer lorsqu’une solution placebo est administrée (p=0.067). L'incidence d’IVRS ne peut être expliquée par une faible concentration plasmatique de glutamine ni par un apport exogène de glutamine. On observe cependant une augmentation d’IVRS suite aux compétitions, soient de 8 athlètes pour le groupe placebo contre 3 au groupe glutamine. Les athlètes atteints d'IVRS semblent consommer moins d'énergie totale (kcal) et de protéines que les athlètes sains (p=0.060). Les résultats obtenus ne démontrent pas qu’une supplémentation en glutamine améliore le profil immunitaire et ne prévienne l’incidence d’IVRS, mais ils soulèvent l’hypothèse qu’un apport exogène en glutamine stabilise les niveaux plasmatiques de glutamine, permettant aux athlètes de poursuivre leurs entraînements et de récupérer efficacement.

Access, equity and the role of rights in health care

Modern health care rhetoric promotes choice and individual patient rights as dominant values. Yet we also accept that in any regime constrained by finite resources, difficult choices between patients are inevitable. How can we balance rights to liberty, on the one hand, with equity in the allocation of scarce resources on the other? For example, the duty of health authorities to allocate resources is a duty owed to the community as a whole, rather than to specific individuals. Macro-duties of this nature are founded on the notion of equity and fairness amongst individuals rather than personal liberty. They presume that if hard choices have to be made, they will be resolved according to fair and consistent principles which treat equal cases equally, and unequal cases unequally. In this paper, we argue for greater clarity and candour in the health care rights debate. With this in mind, we discuss (1) private and public rights, (2) negative and positive rights, (3) procedural and substantive rights, (4) sustainable health care rights and (5) the New Zealand booking system for prioritising access to elective services. This system aims to consider: individual need and ability to benefit alongside the resources made available to elective health services in an attempt to give the principles of equity practical effect. We describe a continuum on which the merits of those, sometimes competing, values-liberty and equity-can be evaluated and assessed.

Optimal auction with a general distribution: virtual valuation without densities

We characterize the optimal auction in an independent private values framework for a completely general distribution of valuations. We do this introducing a new concept: the generalized virtual valuation. To show the wider applicability of this concept we present two examples showing how to extend the classical models of Mussa and Rosen and Baron and Myerson for arbitrary distributions

Cultura organizacional e desempenho dos colaboradores :um estudo exploratório no setor hoteleiro

This work focuses on the relationship between organizational culture and quality culture in the hotel sector of NATAL/RN with respect to employee performance. The themes organizational culture and quality have been the research focus of administration theorists and a constant concern of professional managers, since the Japanese demonstrated effective forms or western management. In this study, the Competing Values Model (C.V.M.) (Quinn e Cameron, 1996; Quinn, 1998; Santos, 1998, 2000; Teixeira, 2001), which was tested on north-American organizations and considered a high value academic and professional instrument, was applied. The model maps the organizational culture on a profile with four elements: clan, adhocracy, market and hierarchy. The C.V.M., associated with the taximetrics created by Cameron (which classifies quality culture in for levels: status quo, error detection, error prevention and perpetual creative quality) has been related with organizational performance. In this study, these two models are used jointly and tested in the hotel sector. The results indicate that the strongest element of the profile is clan, which is characterized by internal focus, participation and people involvement, followed by the adhocracy element, which has an external focus, emphasizes flexibility and is characterized by dynamic enterprising and creativity. Regarding the level of the culture s quality in the hotel, the highest level, that of perpetual improvement and creativity, which attempts to enchant and to surprise the clients, was most frequently cited, followed by the error detection level, which has as its goal to discover and correct mistakes, trying, consequently, to reduce waste. The results suggest that employee performance as measured on some indicators is related to elements of the organizational culture profile and quality level

Influence of Geographical Origin and Ethnicity on Mortality in Patients on Antiretroviral Therapy in Canada, Europe, and the United States

Our objective was to assess differences in all-cause mortality, as well as AIDS and non-AIDS death rates, among patients started on antiretroviral therapy (ART) according to their geographical origin and ethnicity/race in Europe, Canada, and the United States. METHODS: This was a collaboration of 19 cohort studies of human immunodeficiency virus-positive subjects who have initiated ART (ART Cohort Collaboration) between 1998 and 2009. Adjusted mortality hazard ratios (AHRs) were estimated using Cox regression. A competing risk framework was used to estimate adjusted subdistribution hazard ratios for AIDS and non-AIDS mortality. RESULTS: Of 46 648 European patients, 16.3% were from sub-Saharan Africa (SSA), 5.1% Caribbean and Latin America, 1.6% North Africa and Middle East, and 1.7% Asia/West; of 1371 patients from Canada, 14.9% were First Nations and 22.4% migrants, and of 7742 patients from North America, 55.5% were African American and 6.6% Hispanic. Migrants from SSA (AHR, 0.79; 95% confidence interval [CI], .68-.92) and Asia/West (AHR, 0.62; 95% CI, .41-.92) had lower mortality than Europeans; these differences appeared mainly attributable to lower non-AIDS mortality. Compared with white Canadians, mortality in Canadian First Nations people (AHR, 1.48; 95% CI, .96-2.29) was higher, both for AIDS and non-AIDS mortality rates. Among US patients, when compared with whites, African Americans had higher AIDS and non-AIDS mortality, and hazard ratios for all-cause mortality increased with time on ART. CONCLUSIONS: The lower mortality observed in migrants suggests "healthy migrant" effects, whereas the higher mortality in First Nations people and African Americans in North America suggests social inequality gaps. KEYWORDS: HIV infection, antiretroviral therapy, ethnic minorities, migrants Comment in Addressing disparities in HIV mortality: antiretroviral therapy is necessary but not sufficient. [Clin Infect Dis. 2013]

What is Family Preservation and Why Does it Matter?

This paper describes competing ideas about family preservation, defined both as a defined program of social services and a philosophical approach to helping troubled families. A straightforward definition has become almost impossible because the phrase has taken on so many different meanings, provoking controversy about its "real" meaning and value. Indeed, "family preservation" has become the proverbial elephant whose splendors and horrors are described with great certainty by those impressed by only one of its aspects. While skirmishes between "child savers" and "family preservers" have been part of the child welfare field since its beginning at the turn of the last century, recent debates over family preservation have been especially heated, generating more confusion and animosity than might be expected from the ranks of the small and usually mild-mannered social work profession. The debate is so heated that the director of one of the nation's largest child welfare agencies said recently that he is afraid to "even use the two words on the same page." <1> While the debate about the value of family preservation is unresolved, experimentation with different approaches to service delivery over the last two decades has helped to lay the groundwork for a resurgence of interest in family and community-centered reforms. Better understanding of the family preservation "debates" may be helpful if these reforms are to be successful over the long term. The paper discusses the competing ideas, values, and perceptions that have led observers to their different understandings of family preservation. It briefly chronicles the history of child welfare and examines key theories that have helped lay the groundwork for the resurgence of interest in family-centered services. It concludes with observations about how the competing values at stake in family preservation may affect the next generation of reforms.

Casual jobs and internal labour markets

This paper examines the role of casual employment as a route into permanent employment. Using a competing risks framework we compare transitions from casual to permanent employment made within the firm and to other firms. We also examine the wage outcomes and job durations of these two transitions. It is found that internal transitions occur at all occupational levels and display characteristics associated with probationary employment. Thus, as suggested by previous case study evidence, permanent positions at all levels in the firm are open to a degree of external competition.