Dynamic Organizations: Achieving Marketplace Agility Through Workforce Scalability

Dynamic organizations (DOs) operate in business environments characterized by frequent and discontinuous change, They compete on the basis of marketplace agility; that is on their ability to generate a steady stream of both large and small innovations in products, services, solutions, business models, and even internal processes that enable them to leapfrog and outmaneuver current and would-be competitors and thus eke out a series of temporary competitive advantages that might, with luck, add up to sustained success over time. Marketplace agility requires the ongoing reallocation of resources, including human resources. We use the term workforce scalability to capture the capacity of an organization to keep its human resources aligned with business needs by transitioning quickly and easily from one human resource configuration to another and another, ad infinitum. We argue that marketplace agility is enhanced by workforce agility because it is likely to meet the four necessary and sufficient conditions postulated by the resource based view (RBV) of the firm – valuable, rare, inimitable, and non-substitutable – if it can be attained. Our analysis therefore concludes by focusing on the two dimensions of workforce scalability – alignment and fluidity – and postulating a number of principles that might be used to guide the design of an HR strategy that enhances both. Throughout the paper, key concepts are illustrated using the experiences of Google, the well-known Internet search firm. Because the analysis is speculative and intended primarily to pique the interest of researchers and practitioners, the paper ends with a number of important questions that remain to be clarified

User producer interaction in context: a classification

Science, Technology and Innovation Studies show that intensified user producer interaction (UPI) increases chances for successful innovations, especially in the case of emerging technology. It is not always clear, however, what type of interaction is necessary in a particular context. This paper proposes a conceptualization of contexts in terms of three dimensions – the phase of technology development, the flexibility of the technology, and the heterogeneity of user populations – resulting in a classification scheme with eight different contextual situations. The paper identifies and classifies types of interaction, like demand articulation, interactive learning, learning by using and domestication. It appears that each contextual situation demands a different set of UPI types. To illustrate the potential value of the classification scheme, four examples of innovations with varying technological and user characteristics are explored: the refrigerator, clinical anaesthesia, video cassette recording, and the bicycle. For each example the relevant UPI types are discussed and it is shown how these types highlight certain activities and interactions during key events of innovation processes. Finally, some directions for further research are suggested alongside a number of comments on the utility of the classification

Promoting the Readiness of Minors in Supplemental Security Income (PROMISE) [CFDA 84.418P]

Over the past two decades, New York State (NYS) has been actively and collaboratively engaged in systems change across three primary domains: 1) to develop a comprehensive employment system to reduce barriers to work and improve employment outcomes of individuals with disabilities; 2) to enhance the post-school adult outcomes of youth with disabilities, by collaboratively advancing evidence-based secondary transition practices at the regional, school district and individual student levels; and, 3) to support the return-to-work efforts of individuals with disabilities who receive Social Security Administration (SSA) disability benefits under the Supplemental Security Income (SSI) program and Social Security Disability Insurance (SSDI). These domains have been supported by numerous federal and state initiatives including: the US Department of Education’s Office of Special Education and Rehabilitation Services (OSERS)-sponsored Transition Systems Change grant; the SSA-sponsored State Partnership Initiative (NYWORKS); two Youth Transition Demonstrations (YTD); the Benefits Offset National Demonstration (BOND); and, three cycles of funding for the National Work Incentives Support Center (WISC); the US Department of Labor (DOL)-sponsored Work Incentive Grant, Disability Program Navigator Initiative, and Disability Employment Initiative; three rounds of funding from the Center for Medicaid and Medicare Services (CMS) for Medicaid Infrastructure Grants (MIG, NY Makes Work Pay); the NYS Education Department (NYSED) sponsored Model Transition Program (MTP); and three multi-year cycles of the statewide Transition Coordination Site network. Most recently, NYS has sponsored the Statewide Transition Services Professional Development Support Center (PDSC); the NYS Developmental Disability Planning Council (DDPC)-sponsored Transition Technical Assistance Support Program (T-TASP), NYS Work Incentives Support Center (NYS WISC), and NYS Partners in Policy Making (PIP); the NYS Office of Mental Health (OMH)-sponsored Career Development Initiative; and others. The growing statewide and gubernatorial emphasis on employment for New Yorkers with disabilities developed over the past two decades stemming from these initiatives, supported by service innovations and shared vision across state agencies and employment stakeholders, establishes a strong foundation for implementing and sustaining a research demonstration to “Promote the Readiness of Minors in Supplemental Security Income” (PROMISE). The NYS PROMISE will build upon NYS’ past successes and significantly support NYS in removing systems, policy and practice barriers for transition-age youth who receive SSI and their families. The NYS OMH through the Research Foundation for Mental Hygiene (RFMH), with their management partners the New York Employment Support System (NYESS) Statewide Coordinating Council (SCC) and Cornell University Employment and Disability Institute, along with the proposed research demonstration site community, join the NYS Governor’s Office in designing and implementing a series of statewide strategic service interventions to support the transition and employment preparation of youth ages 14-16 who receive SSI

Designing Digital Work

Combining theory, methodology and tools, this open access book illustrates how to guide innovation in today’s digitized business environment. Highlighting the importance of human knowledge and experience in implementing business processes, the authors take a conceptual perspective to explore the challenges and issues currently facing organizations. Subsequent chapters put these concepts into practice, discussing instruments that can be used to support the articulation and alignment of knowledge within work processes. A timely and comprehensive set of tools and case studies, this book is essential reading for those researching innovation and digitization, organization and business strategy

What Helps Leaders Grow: Highlights from the Fund for Leadership Advancement

Executive directors are as unique as the nonprofits they lead. And the leadership needs of their organizations vary over time -- as different points in the life of a nonprofit call for different competencies. The most effective leaders continually assess organizational needs and strengths, and enhance their skills to match realities and opportunities facing their nonprofits. Advancing a leader's capabilities requires individualized support delivered in a manner relevant to this organizational context.This brief describes the Fund for Leadership Advancement, a grantmaking initiative of The James Irvine Foundation, and reviews key findings from a two-year formative evaluation of the first 20 organizations and leaders who received support through the Fund. The evaluation was conducted by BTW informing change, a firm that provides information-based services, including evaluation, to the nonprofit and philanthropic sector. BTW's full evaluation report is available on Irvine's Web site

An investigation of a middle-high school system as a learning organization during the implementation of a grade eight to grade nine transition program.

This study investigated the impact of articulation activities and the extent to which the Grant County Kentucky school district operated as a learning organization during the implementation of a research-based middle to high school student transition initiative. Grant County is predominantly rural, located between Louisville, Kentucky and Cincinnati, Ohio, and includes the town of Williamstown, Kentucky. This study analyzed the Grant County schools\u27 to determine if they functioned as a learning organization to the characteristics common to organizational learning, high reliability organizations and effective schools that included the characteristics of systemic process, leadership/vision, collaboration, and the use of measures. This study\u27s findings indicated that by using characteristics common to OL, HRO and ES in the development and implementation of this middle school to high school transition initiative, Grant County Schools\u27 educators created a shared vision, developed systemic processes, created opportunities for teachers to collaborate within and between schools, and had a shared focus on the use of data to improve and to operate as a learning organization

Improving the Yields in Higher Education: Findings from Lumina Foundation's State-Based Efforts to Increase Productivity in U.S. Higher Education

In 2008, Lumina asked SPEC Associates (SPEC) to evaluate the foundation's grant making aimed at improving the productivity of higher education through statewide policy and program change. The initiative was initially known as Making Opportunity Affordable and later became known more broadly as Lumina's higher education productivity initiative. Eleven states received planning grants in 2008 and a year later seven of these states received multi-year grants to implement their productivity plans. In 2009, Lumina published Four Steps to Finishing First in Higher Education to frame the content of its productivity work. In 2010, the foundation, working with HCM Strategists, launched the Strategy Labs Network to deliver just-in-time technical assistance, engagement, informationsharing and convenings to states. Lumina engaged SPEC to evaluate these productivity investments in the seven states through exploring this over-arching question: What public will building, advocacy, public policy changes, and system or statewide practices are likely to impact higher education productivity for whom and in what circumstances, and which of these are likely to be sustainable, transferable, and/or scalable

User producer interaction in context: A classification

Science, Technology and Innovation Studies show that intensified user producer interaction (UPI) increases chances for successful innovations, especially in the case of emerging technology. It is not always clear, however, what type of interaction is necessary in a particular context. This paper proposes a conceptualization of contexts in terms of three dimensions – the phase of technology development, the flexibility of the technology, and the heterogeneity of user populations – resulting in a classification scheme with eight different contextual situations. The paper identifies and classifies types of interaction, like demand articulation, interactive learning, learning by using and domestication. It appears that each contextual situation demands a different set of UPI types. To illustrate the potential value of the classification scheme, four examples of innovations with varying technological and user characteristics are explored: the refrigerator, clinical anaesthesia, video cassette recording, and the bicycle. For each example the relevant UPI types are discussed and it is shown how these types highlight certain activities and interactions during key events of innovation processes. Finally, some directions for further research are suggested alongside a number of comments on the utility of the classification.Innovation, users, interaction, learning, typology of UPI

Driving Strategy for Social Impact

Authors Anne Sherman and Paul Connolly offer frameworks and advice to help guide nonprofits and funders through a strategy process. An effective strategy provides leaders with criteria for making important decisions and increasing the overall quality of their work