Innovation, Learning Organizations and Industrial Relations

Innovation may be seen as a process of knowledge creation and the speed and direction of knowledge creation reflects the organizational set-up of the firm as well as its investments in R&D and training. Establishing ‘a learning organization’ where horizontal interaction and communication inside and across the borders of the firm is a major factor promoting knowledge creation in the context of a learning economy. An important issue is to what extent direct and indirect participation of employees in shaping the new form of organization is critical for its realization. On the basis of a unique data set covering 2000 Danish private firms it is demonstrated that firms combining several of the organizational traits of the learning organization are much more prone to introduce new products than the others. It is also demonstrated that such firms have involved employees in different forms of direct and indirect participation much more frequently than the rest. As more sectors become exposed to the need to engage in incremental product and service innovation the economic potential of diffusing good practices in terms of organization and participation is growing and needs to be reflected in firm strategies and public policies aiming at promoting innovation and knowledge creation.Innovation, knowledge creation, learning economy

A systematic exploration of differences in contextual factors related to implementing the MOVE! weight management program in VA: A mixed methods study

<p>Abstract</p> <p>Background</p> <p>In January 2006, Veterans Affairs (VA) disseminated the MOVE!^®Weight Management Program to VA medical centers to address the high prevalence of overweight/obesity. In its second year, MOVE! implementation varied widely across facilities. The objective of this study was to understand contextual factors that facilitated or impeded implementation of MOVE! in VA medical centers in the second year after its dissemination.</p> <p>Methods</p> <p>We used an embedded mixed methods cross-sectional study design. Qualitative and quantitative data were collected simultaneously with the primary purpose to explore contextual factors most likely to influence MOVE! implementation effectiveness at five purposively selected facilities. Facilities were selected to maximize variation with respect to participation in MOVE! by candidate Veterans. Semi-structured phone interviews were conducted with 24 staff across the five facilities. Quantitative responses were elicited followed by open-ended questions. The quantitative measures were adapted from a published implementation model. Qualitative analysis was conducted using rigorous content analysis methods.</p> <p>Results</p> <p>Qualitative and quantitative data converged to strengthen findings that point to several recommendations. Management support can help increase visibility of the program, commit needed resources, and communicate the importance of implementation efforts. Establishing a receptive implementation climate can be accomplished by emphasizing the important role that weight management may have in reducing incidence and severity of obesity-related chronic conditions. Coalescing highly functioning multi-disciplinary teams was an essential step for more effective implementation of MOVE!. In some situations, local champions can overcome challenging barriers in facilities that lack sufficient management support.</p> <p>Conclusions</p> <p>Key organizational factors at local VA medical centers were strongly associated with MOVE! implementation. Results pointed to recommendations that can help accelerate large-scale dissemination of complex weight management programs.</p

Opportunity discovery in initiated and emergent change requests

When a change request is raised in an engineering project an ad hoc team often forms to manage the request. Prior research shows that practitioners often view engineering changes in a risk-averse manner. As a project progresses the cost of changes increases. Therefore, avoiding changes is reasonable. However, a risk-averse perspective fails to recognize that changes might harbor discoverable and exploitable opportunities. In this research, we investigated how practitioners of ad hoc teams used practices and praxes aimed at discovering and exploiting opportunities in engineering change requests. A single case study design was employed using change request records and practitioner interviews from an engineering project. 87 engineering change requests were analyzed with regards to change triggers, time-to-decision and rejection rate. In total, 25 opportunities were discovered and then 17 exploited. Three practices and six praxes were identified, used by practitioners to discover and exploit opportunities. Our findings emphasize the importance of the informal structure of ad hoc teams, to aid in opportunity discovery. The informal structure enables cross-hierarchal discussions and draws on the proven experience of the team members. Thus, this research guides project managers and presumptive ad hoc teams in turning engineering changes into successful opportunities

Who Succeeds In The Murky Middle?

This exploratory study examines technically educated middle managers performing ad hoc projects in flat organizations and develops a typology for examining the behavioral patterns associated with their effectiveness. Initial findings indicate the greatest success was achieved by “Type 1” managers (the Leaders) who were able to integrate collaborative selling skills and technical expertise within a web of both formal and informal interactions. Moderate success accrued to “Type 2” managers (the Learners) who used collaborative selling skills to develop social networks that allowed them to expand their own technical expertise. “Type 3” managers (the Leapers) primarily relied upon technical expertise as the tool for interacting with others and enjoyed only modest success. Although “Type 4” managers (the Laggards) had the requisite technical knowledge base, they were the least successful because their lack of collaborative selling skills made it difficult to utilize a compensatory social network. Suggestions are provided for leaders seeking to leverage and direct the abilities of key staff

Training of Crisis Mappers and Map Production from Multi-sensor Data: Vernazza Case Study (Cinque Terre National Park, Italy)

This aim of paper is to presents the development of a multidisciplinary project carried out by the cooperation between Politecnico di Torino and ITHACA (Information Technology for Humanitarian Assistance, Cooperation and Action). The goal of the project was the training in geospatial data acquiring and processing for students attending Architecture and Engineering Courses, in order to start up a team of "volunteer mappers". Indeed, the project is aimed to document the environmental and built heritage subject to disaster; the purpose is to improve the capabilities of the actors involved in the activities connected in geospatial data collection, integration and sharing. The proposed area for testing the training activities is the Cinque Terre National Park, registered in the World Heritage List since 1997. The area was affected by flood on the 25th of October 2011. According to other international experiences, the group is expected to be active after emergencies in order to upgrade maps, using data acquired by typical geomatic methods and techniques such as terrestrial and aerial Lidar, close-range and aerial photogrammetry, topographic and GNSS instruments etc.; or by non conventional systems and instruments such us UAV, mobile mapping etc. The ultimate goal is to implement a WebGIS platform to share all the data collected with local authorities and the Civil Protectio