Contemporary organizational theory in the management of construction projects

The level of insolvencies in the construction industry is high, when compared to other industry sectors. Given the management expertise and experience that is available to the construction industry, it seems strange that, according to the literature, the major causes of failure are lack of financial control and poor management. This indicates that with a good cash flow management, companies could be kept operating and financially healthy. It is possible to prevent failure. Although there are financial models that can be used to predict failure, they are based on company accounts, which have been shown to be an unreliable source of data. There are models available for cash flow management and forecasting and these could be used as a starting point for managers in rethinking their cash flow management practices. The research reported here has reached the stage of formulating researchable questions for an in-depth study including issues such as how contractors manage their cash flow, how payment practices can be managed without damaging others in the supply chain and the relationships between companies" financial structures and the payment regimes to which they are subjected.

Collectiveness within startup teams – Leading the way to initiating and managing collective pursuit of opportunities in organizational contexts

While traditional entrepreneurship literature addresses the pursuit of entrepreneurial opportunities to a solo entrepreneur, scholars increasingly agree that new ventures are often founded and operated by entrepreneurial teams as collective efforts especially in hightechnology industries. Researchers also suggest that team ventures are more likely to survive and succeed than ventures founded by the individual entrepreneur although specific challenges might relate to multiple individuals being involved in joint entrepreneurial action. In addition to new ventures, entrepreneurial teams are seen central for organizing work in established organizations since the teams are able to create major product and service innovations that drive organizational success. Acknowledgement of the entrepreneurial teams in various organizational contexts has challenged the notion on the individual entrepreneur. However, considering that entrepreneurial teams represent a collective-level phenomenon that bases on interactions between organizational members, entrepreneurial teams may not have been studied as indepth as could be expected from the point of view of the team-level, rather than the individual or the individuals in the team. Many entrepreneurial team studies adopt the individualized view of entrepreneurship and examine the team members’ aggregate characteristics or the role of a lead entrepreneur. The previous understandings might not offer a comprehensive and indepth enough understanding of collectiveness within entrepreneurial teams and team venture performance that often relates to the team-level issues in particular. In addition, as the collective-level of entrepreneurial teams has been approached in various ways in the existing literatures, the phenomenon has been difficult to understand in research and practice. Hence, there is a need to understand entrepreneurial teams at the collective-level through a systematic and comprehensive perspective. This study takes part in the discussions on entrepreneurial teams. The overall objective of this study is to offer a description and understanding of collectiveness within entrepreneurial teams beyond individual(s). The research questions of the study are: 1) what collectiveness within entrepreneurial teams stands for, what constitutes the basic elements of it, and who are included in it, 2) why, how, and when collectiveness emerges or reinforces within entrepreneurial teams, and 3) why collectiveness within entrepreneurial teams matters and how it could be developed or supported. In order to answer the above questions, this study bases on three approaches, two set of empirical data, two analysis techniques, and conceptual study. The first data set consists of 12 qualitative semi-structured interviews with business school students who are seen as prospective entrepreneurs. The data is approached through a social constructionist perspective and analyzed through discourse analysis. The second data set bases on a qualitative multiplecase study approach that aims at theory elaboration. The main data consists of 14 individual and four group semi-structured thematic interviews with members of core entrepreneurial teams of four team startups in high-technology industries. The secondary data includes publicly available documents. This data set is approached through a critical realist perspective and analyzed through systematic thematic analysis. The study is completed through a conceptual study that aims at building a theoretical model of collective-level entrepreneurship drawing from existing literatures on organizational theory and social-psychology. The theoretical work applies a positivist perspective. This study consists of two parts. The first part includes an overview that introduces the research background, knowledge gaps and objectives, research strategy, and key concepts. It also outlines the existing knowledge of entrepreneurial team literature, presents and justifies the choices of paradigms and methods, summarizes the publications, and synthesizes the findings through answering the above mentioned research questions. The second part consists of five publications that address independent research questions but all enable to answer the research questions set for this study as a whole. The findings of this study suggest a map of relevant concepts and their relationships that help grasp collectiveness within entrepreneurial teams. The analyses conducted in the publications suggest that collectiveness within entrepreneurial teams stands for cognitive and affective structures in-between team members including elements of collective entity, collective idea of business, collective effort, collective attitudes and motivations, and collective feelings. Collectiveness within entrepreneurial teams also stands for specific joint entrepreneurial action components in which the structures are constructed. The action components reflect equality and democracy, and open and direct communication in particular. Collectiveness emerges because it is a powerful tool for overcoming individualized barriers to entrepreneurship and due to collectively oriented desire for, collective value orientation to, demand for, and encouragement to team entrepreneurship. Collectiveness emerges and reinforces in processes of joint creation and realization of entrepreneurial opportunities including joint analysis and planning of the opportunities and strategies, decision-making and realization of the opportunities, and evaluation, feedback, and sanctions of entrepreneurial action. Collectiveness matters because it is relevant for potential future entrepreneurs and because it affects the ways collective ventures are initiated and managed. Collectiveness also matters because it is a versatile, dynamic, and malleable phenomenon and the ideas of it can be applied across organizational contexts that require team work in discovering or creating and realizing new opportunities. This study further discusses how the findings add to the existing knowledge of entrepreneurial team literature and how the ideas can be applied in educational, managerial, and policy contexts.

Living in the Skin That I Am: An Organizational Autoethnography of an Adult Educator's Plight to Survive the Stigma of Invisible and Episodic Disability in an Academy of Administritiva

Through the reflective lens of an adult educator with invisible and episodic disabilities, this paper has been written as an organizational autoethnography. Through a process of autoethnographical sensemaking, it is intended to illuminate important gaps in organizational theory. Feminist/relational care ethics, critical reflection, and transformative learning serve as the educational theories that comprise its framework. In telling my story, embodied writing and performance narrative are used to convey the felt existence of a body exposed through words—where my “abled” and “disabled” professional teaching and learning identities may be studied against the backdrop of organizational policies and procedures. Words used to describe unfamiliar experiences and situations shape meaning for which new meaning may emerge. At the conclusion of this paper, an alternative frame of reference—a view from the margins—may be offered to articulate authenticity in the expectancy of workplace equity for adult educators with disabilities. Taken collectively on a larger level, it is hoped that this research may provide a source of inspiration for systemic organizational change in adult learning environments.

Towards a theory of the small firm: theoretical aspects and some policy implications

Includes bibliography

The domain of organizational cognitive neuroscience:theoretical and empirical challenges

In this editorial, the authors respond to the 2011 article in the Journal of Management by Becker, Cropanzano, and Sanfey, titled “Organizational Neuroscience: Taking Organizational Theory Inside the Neural Black Box.” More specifically, the authors build on the ideas of Becker et al. first to clarify and extend their work and then to explore the critical philosophical issues involved in drawing inferences from neuroscientific research. They argue that these problems are yet to be solved and that organizational researchers who wish to incorporate neuroscientific advances into their work need to engage with them.

The state of the art in organizational cognitive neuroscience:the therapeutic gap and possible implications for clinical practice

In the last decade, researchers in the social sciences have increasingly adopted neuroscientific techniques, with the consequent rise of research inspired by neuroscience in disciplines such as economics, marketing, decision sciences, and leadership. In 2007, we introduced the term organizational cognitive neuroscience (OCN), in an attempt to clearly demarcate research carried out in these many areas, and provide an overarching paradigm for research utilizing cognitive neuroscientific methods, theories, and concepts, within the organizational and business research fields. Here we will revisit and further refine the OCN paradigm, and define an approach where we feel the marriage of organizational theory and neuroscience will return even greater dividends in the future and that is within the field of clinical practice.

The European Parliament, membership expansions, and organizational change

The European Union (EU) is an extraordinary achievement. From a regional economic organization, it grew into a polity within fifty years. The original EU of six members expanded incrementally to 27 over forty years, and it now comprises a population of almost 500 million people. While the five expansions of the European Economic Community/European Community/European Union (EU) have received considerable scholarly attention, surprisingly little attention has been given to their impacts on "Europe's" only legislative body, currently known as the European Parliament (EP). More specifically, little is known about how waves of new members (from widely diverse parties and national backgrounds) affected—and were affected by—the EP's organizational structure and its internal processes. The purpose of this study therefore is to help fill this gap by describing and explaining how the various EEC/EC/EU expansions or "membership shocks" (1973, 1981, 1986, 1995, and 2004) affected the EP's organizational structure and its internal Rules of Procedure (RoP). The central research question of this dissertation is the following: What were the major structural and procedural effects of the five membership expansions of what eventually became the European Union on the European Parliament? This dissertation answers this question by using concepts and measures drawn from organizational theory. While other studies have applied concepts and hypotheses from organizational theory to legislatures, such an approach has never been used to analyze the EP, which is conceptualized here as a "membership organization." This study, through an analysis of the EP, demonstrates that organization theory can help us fully understand the effects of membership expansions on any membership organization. That is, understanding how this particular organization responded to change can inform not only how others in this class (legislatures) do so, but how this process unfolds in a variety of times and places. The principal findings of this study are as follows: (1) EP staff growth revealed an interesting pattern: Staff did not increase concurrently with EP membership. That is, it turned out that the rate of membership growth exceeded the rate of staff increase, suggesting professionalization of EP staff and their relative empowerment vis-à-vis MEPs; (2) The number of rules and the precision within them increased; (3) the largest number of EP rule changes focused on increasing EP efficiency; and (4) The authority was centralized in the hands of EP leadership, that is, the EP President, the Conference of Presidents and also two major political groups.

Simbolismos e motivação no trabalho voluntário:um estudo de caso na Associação de voluntários da APAE de Venda Nova do Imigrante

O objetivo dessa pesquisa é: Compreender os aspectos simbólicas que se relacionam com a motivação no trabalho voluntário na Associação de Voluntários da APAE de Venda Nova do Imigrante - AVAPAE. Para isso, os investigadores apoiam-se na relevância de se estudar as organizações através de abordagens que envolvem a problemática do estudo do simbolismo com intuito de entender as organizações por caminhos diferentes ás teorias organizacionais dominantes, como o funcionalismo. O simbolismo organizacional (MORGAN; FROST; PONDY, 1983; GIOIA, 1986; CARRIERI, 2007) é compreendido como uma teoria organizacional, e o paradigma interpretativo (MORGAN; FROST; PONDY,1983) está posicionado como uma importante abordagem na busca por entender tantos os aspectos formais como os aspectos informais de uma organização. A Teoria das Representações Sociais (MOSCOVICI, 2003) foi adotada como base para investigar essas interpretações em uma organização, com o intuito de alçar uma análise mais aprofundada da vida cotidiana e dos aspectos simbólicos que constroem esse cotidiano, a partir da aplicação da análise de conteúdo (BARDIN, 1977). O entendimento do que motiva o voluntário a exercer sua atividade foi ancorado na construção social dessa realidade (BERGER; LUCKMANN, 1985) estudada, que se baseia na representação do fenômeno motivação do trabalho pela abordagem da subjetividade (REY, 2003) do indivíduo em relação ao seu ambiente de trabalho. A pesquisa pôde chegar a resultados através de uma análise interpretativa simbólica, em um entendimento de que a realidade da AVAPAE se mostrou complexa e subjetiva, levando à identificação de uma relevante influência da construção simbólica da cidade em que a AVAPAE atua, Venda Nova do Imigrante. Assim, a partir desse diagnóstico se evidenciou a interferência dos valores do cidadão vendanovense enquanto produto e produtor dos simbolismos que envolvem o voluntariado. Como contribuição final deste trabalho, defende-se que os caminhos para tratar dessas questões devem considerar a subjetividade que as permeia como um sistema aberto, em uma expressão constante da ação do indivíduo e do contexto social em que ele vive, sendo essa relação uma troca contínua por meio das relações simbólicas vivenciadas pelo ator social e o grupo em que convive.

Teorias e modelos organizacionais

Este trabalho propõe-se a investigar as teorias e modelos organizacionais e a respetiva aplicabilidade nas organizações portuguesas. Após a revisão da literatura sobre modelos organizacionais, foi efetuada uma investigação quantitativa através de um questionário online com a finalidade de avaliar quais os modelos organizacionais predominantemente utilizados e quais as características organizacionais que levam à utilização de determinado modelo. Através de métodos estatísticos analisaram-se os resultados do inquérito com o objetivo de verificar a existência de possíveis relações entre diversas características das organizações e o modelo organizacional usado. Foi possível concluir que o modelo organizacional Burocrático é o modelo predominantemente utilizado pelos respondentes e que as organizações que adotam o modelo burocrático parecem conseguir implementar processos sistemáticos de inovação compatibilizando as regras e procedimentos com a capacidade para aprender e se adaptar. O setor de atividade e a dimensão das organizações são as variáveis que mais influenciam a adoção do modelo organizacional. A investigação contribui para o conhecimento teórico e pratico sobre modelos organizacionais e sobre a sua aplicação em diferentes tipos de organizações portuguesas e para a compreensão e capacitação dos engenheiros do tema da cultura organizacional, de modo a poderem trabalhar de forma efetiva em grupos multidisciplinares que criem valor para as respetivas organizações, inovando e aplicando a engenharia e tecnologia para lidar com as questões e desafios atuais referidos pelo relatório da UNESCO (1).

Caraterização da tomada de decisão em organizações hospitalares : impacto do estatuto jurídico

RESUMO - O decisor hospitalar tem como função decidir os recursos de uma organização de saúde, sejam estes financeiros, materiais ou humanos, sendo decisivo o conhecimento e informação que o apoiem na aplicabilidade nas tomadas de decisão e na solução dos problemas. As tomadas de decisão suportam-se em modelos reproduzidos pelos decisores, em processos, modelos, e em princípios, que podem ou não assumir intuição, objetividade, racionalidade e ética, bem como de técnicas várias que podem ser limitativas ou condicionadas, por força de fatores vários, como: a falta de informação inerente de uma multidisciplinaridade do processo; de condicionalismos organizacionais, internos ou externos, associados à envolvente e cultura organizacional e influências políticas e macroeconómicas; ao fator tempo; a tecnologia; a estrutura e desenho organizacional; a autoridade/poder e a autonomia para decidir; a liderança, e do estatuto jurídico que o hospital possui. Este último ponto será esmiuçado, mais profundamente, neste estudo. Iremos, através do estudo, compreender se os elementos componentes das decisões tomadas nos hospitais, são ou não adaptadas em consonância com diferentes políticas de governação hospitalar, em contextos e dinâmicas organizacionais diferenciadas, por diferentes Estatutos Jurídicos Hospitalares - EPE, SPA, PPP e Privados. Foi realizado um estudo de caráter exploratório, descritivo-correlacional e transversal, baseou-se num questionário aplicado a decisores hospitalares, incidindo nos dois vetores centrais do estudo, na tomada de decisão e no estatuto jurídico hospitalar. A decisão é então, um valiosíssimo veículo na persecução das estratégias e planos formulados pelo hospital, esperando-se destes produzir consequentes resultados eficientes, eficazes e efetivos na sua aplicação.

Am I my brain or my genitals? A nature-culture controversy in the hermaphrodite debate from the mid-1960s to the late 1990s.

The groundbreaking and prophetic rhetoric of neuroscience has recently highlighted the fetal brain as the most promising organ for understanding why transsexuals feel "trapped in the wrong body", and for predicting whether children born with "ambiguous" genitalia will grow up to feel like a man or a woman.This article proposes a recent history of the cerebralization of intersexuality and of transsexuality as atypical neurodevelopmental conditions. It examines the ways in which the organizational theory of brain sex differentiation developed in the late 1950s in behavioral neuroendocrinology has gained increased prominence in and through controversies over best practice issues in the case management of intersex newborns, and the etiology of transsexuality.It focuses on the American context and on the leading warrior in this battle: Milton Diamond, now a most prominent figure in professional debates about the clinical management of intersexuality, and the intersex person's best friend. Persons with an intersexed or transsexual condition consider, not their gonads, but their brains, their core sense of self, as the primary determinant of sex. (Diamond and Beh 2005, 6-7, note 1)

Organisaatiokulttuurin muutos teleyhtiön sopeuttamisessa toimialamuutokseen

Työssä tarkasteltiin paikallisen teleyhtiön muutos- ja sopeuttamisprosessia vanhanaikaisesta puhelinyhtiöstänykyajan moderniksi teletoimijaksi. Selvitettiin, miten kaikki on saanut alkunsa ja minkälainen yritys on tänä päivänä. Yrityksen kehitykseen vaikuttaa väkisinkin organisaatiokulttuuri ja sen muuttuminen yrityksen toiminnan laajentuessa jamuuttuessa. Käytiin läpi orgäanisaatioteoriaa sekä siihen olennaisena osana liittyvää yrityksen arvomaailmaa ja yrityskuvaa. Tutkimus suoritettiin aikasarjana.Tutkimuksessa suoritettiin lyhyt historiakuvaus, jonka avulla selvitettiin tämän päivän kehitykseen vaikuttavat tekijät. Niitä olivat pääsääntöisesti yleinen teleliikennetoimialan kehittyminen ja viranomaisvalvonta. Asiaa tutkittiin kulttuurin kasvu- ja kehitysvaiheet menetelmää avuksi käyttäen. Empiirisenä aineistonakäytettiin paikallisen teleyhtiön vuosikertomuksia, otoksia julkisista lehti- ja internetartikkeleista sekä paikallisesta teleyhtiöstä ja yleisesti telealasta kertovaa kirjallisuutta. Lisäksi käytettiin hyväksi tutkijan omaa kokemusta pitkään telealalla työskennelleenä. Tutkimuksessa päädyttiin siihen tulokseen, että paikallisen teleyhtiön pitäisi näkyä enemmän valtakunnallisesti. Henkilöstön sopeuttaminen uuteen tilanteeseen tulee olemaan yritysjohdolle tärkein tehtävä. Tässä asiassa edesauttaa se, että yritysjohdolta löytyisi hyvät muutos-johtamisen ja vuorovaikuttamisen taidot. Viestinnän merkitys nousee myös erittäin tärkeäksi.Sen pitää toimia kumpaankin suuntaan, henkilöstön ja yritysjohdon välillä pitääolla kahdensuuntaista viestintää. Lisäksi todettiin, että todennäköisesti tapahtuu fuusioitumista joko niin, että isommat paikalliset teleyhtiöt ostavat pieniäyhtiöitä, ja markkinoille jää vain muutama iso paikallinen teleyhtiö, tai sitten kaikki paikalliset teleyhtiöt fuusioituvat yhteen isoon yhtiöön. Tulevaisuudessa kilpailun kiristyminen tulee luomaan tämänkaltaisia paineita. Tuote- ja palvelukehitykseen pitää tulevaisuudessa panostaa huomattavasti enemmän. Telealalla saadaan myös tottua siihen, että EU:n alueella tullaan vaatimaan kilpailun täyttävapautumista. Lisäksi viranomaiset tulevat seuraamaan telealaa jatkossakin erittäin tarkasti.

The role of causal links in performance measurement models

Abstract Purpose: Several well-known managerial accounting performance measurement models rely on causal assumptions. Whilst users of the models express satisfaction and link them with improved organizational performance, academic research, of the realworld applications, shows few reliable statistical associations. This paper provides a discussion on the"problematic" of causality in a performance measurement setting. Design/methodology/approach: This is a conceptual study based on an analysis and synthesis of the literature from managerial accounting, organizational theory, strategic management and social scientific causal modelling. Findings: The analysis indicates that dynamic, complex and uncertain environments may challenge any reliance upon valid causal models. Due to cognitive limitations and judgmental biases, managers may fail to trace correct cause-and-effect understanding of the value creation in their organizations. However, even lacking this validity, causal models can support strategic learning and perform as organizational guides if they are able to mobilize managerial action. Research limitations/implications: Future research should highlight the characteristics necessary for elaboration of convincing and appealing causal models and the social process of their construction. Practical implications: Managers of organizations using causal models should be clear on the purposes of their particular models and their limitations. In particular, difficulties are observed in specifying detailed cause and effect relations and their potential for communicating and directing attention. They should therefore construct their models to suit the particular purpose envisaged. Originality/value: This paper provides an interdisciplinary and holistic view on the issue of causality in managerial accounting models.

Disruptive innovations at the bottom of the pyramid : can they impact the sustainability of today´s top companies?

Due to the different dynamics required for organizations to serve the emerging market which contains billions of people at the bottom of the pyramid (BOP) coupled with the increasing desire for organizations to grow and be more multinational, organizations need to continually innovate. However, the tendency for large and established companies to ignore the BOP market and rather focus on existing markets, gives an indication of the existence of a vulnerability that potentially disruptive innovations from the BOP will not be recognized in good time for a counter measure. This can be deduced from the fact that good management practice advocates that managers should learn and listen to their customers. Therefore majority of the large existing companies continually focus on their main customer/market with sustaining innovations which leaves aspiring new entrants with an underserved BOP market to experiment with. With the aid of research interviews and an agent-based model (ABM) simulation, this thesis examines the attributes of BOP innovations that can qualify them as disruptive and the possibilities of tangible disruptive innovations arising from the bottom of the pyramid and their underlying drivers. The thesis Furthermore, examines the associated impact of such innovations on the future sustainability of established large companies that are operating in the developed world, particularly those with a primary focus which is targeted towards the market at the top of the pyramid (TOP). Additionally, with the use of a scenario planning model, the research provides an evaluation of the possible evolution and potential sustainability impacts that could emerge, from the interplay of innovations at the two pyramidal market levels and the chosen market focus of organizations – TOP or BOP. Using four scenario quadrants, the thesis demonstrates the resulting possibilities from the interaction between the rate of innovations and the segment focused on by organizations with disruptive era characterizing the paradigm shift quadrant. Furthermore, a mathematical model and two theoretical propositions are developed for further research. As recommendations, the thesis also extends the ambidextrous organizational theory, business model innovation and portfolio diversification as plausible recommendations to limit a catastrophic impact, resulting from disruptive innovations.