Archetype change in professional organizations: Survey evidence from large law firms

This paper examines the proposition that the traditional archetype of the professional partnership is said to have changed into a more 'business-like' entity, the managed professional business. It broadens the restricted case sample base on which much of the evidence has been adduced, by developing a survey questionnaire through which 197 large British law firms were sampled. Change, consistent with the notion of a more commercially oriented and consciously managed organization, is concentrated in the market-facing area of the firm but coexists with areas of continuity in the governance of the firm and its strategic management. The findings reveal a more managerial form of organization in which the core elements of the traditional form of professional organization have not been transformed. These results contest the assertion of either transformational or sedimented change found in other, case-based research and suggest that archetype change needs theoretically to be distinguished from the general phenomenon of greater managerialism within the professional service firm.

Economies of violence: An autobiographical account

This paper uses autobiographical stories to explore various aspects of institutional violence. The stories are taken from a range of institutional settings including schools, academia and commercial enterprises. Each story is used in a dynamic interplay with extant theories and explanations of violence in a mutually explorative and informing manner. Each tale intersects with a different set of issues relating to organisations and violence. The stories and the analysis cohere around the central notion that there exist economies of violence in which violence is exchanged, transacted and within which it circulates. Such economies are constituted and legitimated by discourses, the economy shifts and alters as the surrounding discourses change.

The future of competition: Co-creating unique value with customers

The article presents a review of the book "The Future of Competition: Co-Creating Unique Value With Customers," by C. K. Prahalad and Venkat Ramaswamy

How do we justify knowledge produced within interpretive approaches?

The use of interpretive approaches within management and organizational sciences has increased substantially. However appropriate criteria for justifying research results from interpretive approaches have not developed so rapidly alongside their adaptation. This article examines the potential of common criteria for justifying knowledge produced within interpretive approaches. Based on this investigation, appropriate criteria are identified and a strategy for achieving them is proposed. Finally, an interpretive study of competence in organizations is used to demonstrate how the proposed criteria and strategy can be applied to justify knowledge produced within interpretive approaches.

Measuring market power in electricity generation: A long-term perspective using a programming model

This paper focuses on measuring the extent to which market power has been exercised in a recently deregulated electricity generation sector. Our study emphasises the need to consider the concept of market power in a long-run dynamic context. A market power index is constructed focusing on differences between actual market returns and long-run competitive returns, estimated using a programming model devised by the authors. The market power implications of hedge contracts are briefly considered. The state of Queensland Australia is used as a context for the analysis. The results suggest that generators have exercised significant market power since deregulation.

Training emotional intelligence: Presenting the results of an experimental study

This presentation outlines the results of an eighteen month study examining the effect of an emotions focused training intervention on the emotional intelligence of employees from a large public sector organisation. Utilising an experimental methodology, 280 staff attended a two-day program focused on training emotional intelligence skills and abilities. These interventions were created around Mayer and Salovey’s four-branch model of emotional intelligence (awareness, understanding, facilitation and management of emotions). The experimental group’s emotional intelligence was tested pre and post training using the Workgroup Emotional Intelligence Profile (WEIP). In addition, a control group from the same organisation also completed the same measure at three points during the same eighteen month period. Analysis of the control and experimental group data were conducted, and whilst no changes were found in the control group, the experimental group’s overall emotional intelligence significantly improved post training. To further strengthen these findings, a measure of effect size using Cohen’s d was also conducted to assess the magnitude of the training intervention’s overall effect. Full results will be presented during the presentation, with feedback on the study and methods utilised encouraged from participants.