Enhancing entrepreneurial innovation through industry-led accelerators: corporate-new venture dynamics and organizational redesign in a port maritime ecosystem

This PhD dissertation studies the management and design of corporate accelerators, in particular, industry-led value chain corporate accelerators. I addressed a multi-faceted research question about the novelty, corporate impact, dynamics and design of industry-led accelerators. Using a longitudinal, inductive, multiple-case embedded research design that analyses the industrial accelerator interface, the relationships between incumbent firms and external new ventures and the R&D/innovation units of established firms in a port maritime complex, this dissertation addresses this multi-faceted research question and it makes five core contributions. First, it positions, for the first time, the corporate accelerator phenomena at the intersection of fundamental management research streams, including organizational design, dynamic capabilities and corporate entrepreneurship. Second, it conducts the first study of the promising model of industry-led accelerator by inductively generating a four-step framework of how these accelerators work: i) co-define a broad innovation remit, ii) generate an innovation funnel to attract start-ups and scale-ups, iii) mutual sensing via flexible matching iv) select for scale and investment. Third, it finds striking counter-intuitive evidence in that the industry-led accelerator not only accelerates external new ventures but rather the corporate partners themselves by triggering them to internalize the lean start-up method and redesign their R&D/innovation processes and routines. To explain this, I inductively developed a four-phases process model of corporate entrepreneurial capability-building, comprising: a) attracting, b) strategic fit sensing, c) shaping and d) internalizing. Fourth, this dissertation uncovers three novel tensions—internalization, implementation and role—at the incumbent - new venture interface and develops a new ecological and symbiotically-inspired framework for tension identification and mitigation in industrial acceleration contexts. Fifth, and finally, using the frameworks and process models developed, this dissertation proposes a new toolkit (industrial acceleration design canvas and workshops) to orient practitioners when strategizing, designing and sustaining corporate new venture ecosystem acceleration initiatives.Open Acces

Rhetoric and Reality: The Development of Professional Identity in UK Veterinary Medicine

Veterinary Medicine does not have a history in the social sciences and is therefore a fascinating field of study. Despite the growth of education research in the veterinary schools, the social and relational aspects of veterinary training and practice are under-examined, and could have profound effects on the ability of students to make a successful transition into qualified work. This thesis explored the development of occupational identity in veterinary students and newly-qualified veterinary surgeons, using narrative interview techniques and organisational policy analysis. From interviewees’ stories, a clear distinction could be drawn between the majority, who were vocationally-motivated, and a smaller group who were drawn to a veterinary career by the high academic standards required. All identified several influences on their own professional identity development: role models, the need to perform as competent and confident, and presenting an approved personality type in order to gain access to the practical experience required during training. The predominant story arc is that of becoming increasingly ‘vetlike’ as they progress through the course. Animal welfare is a substantial silence in the organisational discourse of veterinary medicine. The discourse analysis revealed the overwhelming presentation of the elite academic nature of the profession, at the expense of any mention of animal care or welfare, or acknowledgement of vocational motivation. A compelling collective responsibility was also identifiable in terms of upholding a professional reputation and its high standards. A strong occupational history contributes to this, leading to a very bonded occupational group. The idea of veterinary medicine not being a nine-to-five job is expressed in policy and resonated very strongly with interview participants. However, there exists a very clear, organisationally-sanctioned, officially-approved attitude towards veterinary life and work, allowing very little deviation. This has the subsequent effect that tolerance of weakness, unhappiness, or complaint is low; so that members are forced to either internalise their unhappiness or leave the profession entirely. Veterinary medicine is perceived as a career with high job satisfaction and a positive public image. However, awareness is increasing of worryingly high levels of mental illness, stress, unhappiness and dissatisfaction with their work among the veterinary workforce. This thesis suggests that one factor that could underlie this is a mismatch between a new entrant’s ideas of what a vet is and does, and the reality of a working life in veterinary practice. From the conclusions presented in this thesis - in particular the finding that, as a profession, veterinary medicine strives to distance itself from an animal care or animal welfare focus - I suggest that it is the confused messages received as part of the process of socialisation during training that could connect to many of the problems facing the modern entrant to the veterinary profession. This research specifically focused on the development of occupational identity in veterinary students and newly-qualified veterinary surgeons in the UK and is the only current work to examine the processes, presentation and experiences of veterinary training in this comparative manner. As a relatively new, and very interdisciplinary, field of study, the capacity for future work in veterinary social sciences is considerable, with much to be learnt from allied fields as well as further explorations of just what makes veterinary medicine unique, and such a valuable source of social inquiry given the significance of pets and livestock to the lives of a nation of animal lovers. This is potentially a very rich field

Absence of respect : South Sudanese experiences of Australian government and social institutions

This micro empirical research reports on the resettlement experiences of South Sudanese Australians. It develops an argument to explain why the South Sudanese community persistently report a strong sense of disrespect from the Australian Government and Australian society more generally. The study demonstrates that the community's call for respect is a summation of their protest against economic and social exclusion in the public domain and interference from care and protection authorities in the private domain of the family. Members of the Sudanese community see education and employment as the main pathways to inclusion in their new society and to regaining their dignity lost in forced migration. But their efforts to obtain employment are often thwarted by structural impediments and discrimination from employers. As a consequence they feel robbed of the opportunity to participate and to attain respect in their new environment. The experience of being prevented from fully realising identities to which they aspire in their new society heightened the importance of preserving heritage values and structures within Sudanese families. These structures, while giving form and meaning to family members, have also become highly contested in their new cultural environment both from within and outside the Sudanese community. Care and protection authorities were quick to respond to inter-generational conflict and violence among Sudanese families. Yet, lack of cultural knowledge and understanding of the reasons for non-compliance with Australian family law among Sudanese parents led to inappropriate interventions, undermining Sudanese family structures. Parents at large were left feeling disempowered in their parenting roles and confused about the purpose of government interventions. Rather than engaging with the confusion of Sudanese parents, agencies rebuffed their growing grievance and anger adding to the emerging narrative in the Sudanese community of their unfair and disrespectful treatment at the hands of authorities. Threatened and distrustful that care and protection were eroding their families' future and the heritage virtues underpinning their cultural and self-identities, Sudanese parents responded by socially distancing themselves. The last part of the thesis takes a psycho-social approach to show how the Sudanese Australians' strong sense of disrespect is linked to a range of systemic barriers or threats from the government and its authorities to pursue and cultivate aspects of their selves that are fundamental to their core identity. The community's call for respect was an expression of grievance and resistance to elicit some response of care and concern from those holding economic and social power over them. It was their protest, the purpose of which was to assert their personal dignity and to object to their neglectful treatment. It was an appropriate and responsible demonstration of engagement with their new country: the Australian Government needed and had a responsibility to hear their voices. The research concludes by arguing that a more inclusive and responsive handling of resettlement support by the government is more likely to result in positive resettlement outcomes, including a sense among humanitarian migrants that their treatment is fair, just, and respectful of their positive understanding of themselves

Change Readiness Influences on Knowledge Management Processes: A Case of Three Professional Service Firms

Introduction: The current dynamic market is characterised by stiff competition and ever-changing clients’ demand for better and innovative products and services. In this challenging environment, the need for developing and managing knowledge transcends the importance of accumulating physical capital. With an increasing awareness of the potential of knowledge as a competitive source for firms’ survival, there is an increased knowledge management initiatives and investments by firms. Nevertheless, literature highlights increasing failures of knowledge management initiatives, with reasons for the failure yet to be established conclusively. On the basis of the premise that implementation of the knowledge management process could induce changes in firms’ practices and culture, and employees’ beliefs and cognitive structure, the current thesis addresses the issue from the change management perspective. The main idea that drives the research evolves from the understanding that failure in knowledge management initiatives could be rooted in the lack of readiness to change. Objective: The primary objective of this thesis is to understand how the change readiness construct shapes the various processes for managing knowledge in professional service firms. Change readiness in this thesis was conceptualised as a multidimensional and multilevel construct. This thesis contributes to the body of knowledge by explicating the way these change readiness elements shape knowledge management processes. The study setting within the professional service industry offers unique insights, which is less explored in the extant KM literature. Method: The study was conducted within the professional service firms’ context, on the basis that knowledge represents the main source for survival and competitiveness in this knowledge-intensive industry. This research is grounded in the interpretive paradigm and is studied from the constructivist epistemological lens. This qualitative research employed multiple case study design in three New Zealand professional service firms. Two firms are accounting establishments and one represents an engineering maintenance firm. Sixteen semi-structured interviews, conducted over the period of two months, involved the managerial and operational professionals in these participating firms. Data were analysed following the grounded theory analysis and findings presented using cross-cases analysis. Results: This thesis contributes to the body of knowledge in the field of knowledge management (KM) by revealing the distinctive influences of multidimensional elements of the change readiness construct on the knowledge acquisition, knowledge application and knowledge sharing processes in the firms studied. The thesis proposes three dimensions of the change readiness construct, which are categorised as KM change understanding, KM change context and individual differences. The dimension of KM change understanding consists of change goal, change benefit, need for knowledge, perceived management support and collective commitment. The KM change context is comprised of learning, participation, communication and management support. Individual expertise and adaptability represent the individual differences dimension of the change readiness construct. Specifically, findings show that: 1) Readiness for the knowledge acquisition process is largely shaped by the individual’s change readiness elements, including the understanding of the need for knowledge and perceived management support, and the individual’s capability of expertise and adaptability. Learning and communication provides the essential contexts that shape the firm’s readiness for the knowledge acquisition process. 2) Readiness for the knowledge application process is largely shaped by the individual’s change readiness elements, including the understanding of change goal, change benefit and perceived management support, and the individual’s capability of expertise and adaptability. Collective commitment shapes professionals’ understanding of knowledge application at the firm level. Learning and management support provides the essential contexts that shape the firm’s readiness for the knowledge application process. 3) Readiness for the knowledge sharing process is largely shaped by the firm’s change readiness elements, consisting of professionals’ understanding of collective commitment, and the essential contexts of communication, participation and learning. Understanding of the need for knowledge and change benefit, as well as the professional’s expertise, shapes the individual’s readiness for the knowledge sharing process. 4) The way these change readiness elements shapes the distinctive KM processes in the professional service firms studied vary due to the effects of firm archetypes, inter-profession differences, change nature, knowledge nature and the demographic characteristic. These factors moderates the interrelationships described in in 1), 2), and 3)

Pursuing Digital Learning Platform Success: A Meta-Analytic Investigation of User and Cultural Contingencies

Digital learning platforms (DLPs) have emerged as highly effective tools to meet contemporary organizations’ learning and knowledge-creation needs. Advanced information and communication technologies (ICT) embedded in these platforms create mobile learning workspaces that deliver ubiquitous yet targeted learning experiences. Scholars have shown a keen interest in assessing the success of DLPs, but most studies have examined only a specific aspect of DLP success. Current findings also show inconsistencies and contradictions that confound our understanding of this important topic. As a result, an integrated and accurate understanding of DLP success is missing. In this paper, we adopt rigorous meta-analytic procedures to consolidate extant findings and reconcile inconsistencies in our understanding of DLP success. Additionally, we extend our meta-analyses to investigate the contingency effects of two moderating variables—user context and cultural context. The results provide a more comprehensive and accurate understanding of DLP success. Our study contributes to the literature by extending the theory on DLPs and information systems (IS) success and by providing insightful recommendations for practitioners

Understanding Change in the Deutsche Telekom Group: The Problem of Organisational Learning at Top Management Level

Performance and sustainability of a company are often viewed as being strongly influenced by its top management. And yet, despite a rich literature in the field of organisational learning, little is known about how the top management of a company acquires and maintains the knowledge of "how to run the business", especially in fast-changing environments. This study focuses on Deutsche Telekom as it sought to transform itself during a turbulent period from a traditional operator into an international, diverse business player. This work seeks to extend the theory and understanding of organisational learning to this particular group of people at the apex of the organisation and contributes to the debate of top-level organisational learning (TLOL) as a dynamic capability. The study, which is based upon longitudinal, qualitative research, featuring separate cases embedded within a single, large organisation, explores the methods and outcomes of TLOL. Comparative cases in different organisational settings and business contexts, at corporate and at divisional level, were used in this diversified organisation to empirically investigate the deployed initiatives and methods as well as drivers of and barriers to TLOL. The research contributes to and expands upon current theory by providing empirical evidence that the interplay between exogenous factors, strategy, the characteristics of the organisation and of the top management group shapes the methods used for TLOL. It provides evidence of the link between learning method and organisational outcomes. The study finds that in the turbulent environment described, the deployed methods for TLOL in the mature part of the organization differed substantially from the learning methods used in the young, fast-growing divisions. The learning methods used did, however, not produce exclusively positive results. Finally, by developing a new conceptual framework, the study allows researchers and management to systematically examine and shape top-level organisational learning within their own organisations

Labor, Business, and Change in Germany and the United States

The chapters explore the proposition that the benefits of either the German coordinating institutions or the United States\u27 more decentralized political economy each entail trade-offs that may be necessary but politically unpleasant. The authors also offer comparisons of sectoral and firm-level adjustment processes for change.https://research.upjohn.org/up_press/1181/thumbnail.jp