Towards a systematic repository of knowledge about managing collaborative design conflicts

"October 1999."Includes bibliographical references (p. 15-16).Mark Klein

Emerging Organizations: Metateams in Major IT Projects

During the last decade, teams working on information technology (IT) development and implementation projects have experienced significant transformations. Nowadays, many members of project teams are working in new and complex organisational arrangements seeded with conflicts. Their firms, pushed by the competitive race and/or regulators, want to implement new IT solutions at frantic speeds while often maintaining old management practices without recognising the new paradigm’s unique needs and nature. This paper focuses in one of these new organisations, the metateam. Metateams are emergent temporal virtual organizations engaged in complex multimillion dollar IT projects. These confederations of networked teams can build IT solutions of high complexity by integrating and capitalizing on expertise from different fields across firms and national borders. However, achieving effective interteam collaboration presents significant challenges. The failure to make sense of the new paradigm results in cost and schedule overruns and has high destructive potential for interfirm relationships. Our theory-building study detected a costly pattern of constant conflict discovery, resolution and realignment. From the analysis of this pattern, this paper presents a theoretical model, grounded on rich empirical data, interrelating key concepts of cost, contract discrepancies, conflict, communication and trust

Hiring leaders: Inference and disagreement about the best person for the job

Hiring is a critical determinant of organizational performance and has received considerable attention in economics where the focus is on identifying who is the best person for the job (an adverse selection problem) and ensuring that the person hired has incentives to behave in a desirable manner (a moral hazard problem). The implicit assumption in this literature is that everyone agrees on what constitutes the “best candidate.” In this paper we show that the economics literature fails to recognize that people will generally disagree over “what is best?” Answering this question requires people to make inferences about the environment the organization expects to experience in the future and to match this environment with leader characteristics. Given the idiosyncratic nature of inference, there will be disagreement on the “best person for the job,” even when everyone shares the same goals. The purpose of this paper is to outline why conflict regarding the most desirable person for the job emerges in rapidly changing environments and how this conflict is different from conflict that arises from self-interest and the presence of decision-making biases. The paper shows that conflict from inference, if properly dealt with, can actually improve decision-making, and what can be done to create the right conditions for this to occur. The paper also shows why hiring always involves an element of luck

What is Strategic Competence and Does it Matter? Exposition of the Concept and a Research Agenda

Drawing on a range of theoretical and empirical insights from strategic management and the cognitive and organizational sciences, we argue that strategic competence constitutes the ability of organizations and the individuals who operate within them to work within their cognitive limitations in such a way that they are able to maintain an appropriate level of responsiveness to the contingencies confronting them. Using the language of the resource based view of the firm, we argue that this meta-level competence represents a confluence of individual and organizational characteristics, suitably configured to enable the detection of those weak signals indicative of the need for change and to act accordingly, thereby minimising the dangers of cognitive bias and cognitive inertia. In an era of unprecedented informational burdens and instability, we argue that this competence is central to the longer-term survival and well being of the organization. We conclude with a consideration of the major scientific challenges that lie ahead, if the ideas contained within this paper are to be validated

Break time viewed through pedagogic glasses: a study of the effective utilization of break time within primary schools in Israel

The main goal of this study is the development of comprehensive strategies aimed at improving break time practices in Israeli schools. The issue of school break time as an integral part of the school day has not yet been addressed in educational research in Israel. This qualitative case study involved more than 200 participants from 2 Israeli primary schools, representing 3 groups – principals, break time supervising teachers, and pupils. The study examines the perspectives of the research stakeholders on the purpose and implementation of break time. The recruitment of participants was carried out using purposive and convenience sampling methods. Five data collection tools were employed: documentary analysis, individual semistructured interviews with the three groups of stakeholders, focus group with teachers, observation of school yards and lobbies, and a questionnaire for pupils. Data were analyzed through thematic analysis, in which inductive coding was used.Study findings reveal that break time is perceived by teachers and principals as an energy-consuming, ill-planned part of the school day. Their main concerns are safety and disciplinary matters. A sense of frustration caused by break time duty problems, deteriorating discipline in schools, and lack of hope for improvement in teacher authority, was dominant in teacher responses. Little consensus was found on whether or not break time should be structured. Both principals and teachers underestimate the role of pupil-initiated free play. Most teachers underestimate the meaningful educational opportunities present during break time. Pupils perceive break time as a time for rest, game playing, and freedom from teacher control. Findings suggest that the preferred way of spending break time and the role of a duty teacher are perceived differently by pupils of different ages and gender groups. This study identifies a number of break time issues that have not yet received attention, such as enjoying a meal as a part of peer socialization, and ethical problems related to free play or involving playthings brought from home. Compared to previous research, this study suggests that feelings of loneliness experienced by pupils during break time increase as they grow older, reinforcing the idea of using break time as a platform for practice and improvement of social skills. The study concludes with recommendations for making social education a significant and planned part of the school curriculum, using the break time environment as a natural setting, integrated with the classroom. In addition, break time should be dealt with as part of the teacher-training process

Cognition driven framework for improving collaborative working in construction projects: Negotiation perspective

Negotiation is the popular collaborative decision‐making behavior in inter‐organization systems, especially in the collaborative working in construction projects (CWCP). However, negotiation has long been recognized as a critical but time‐ and energy‐consuming process. The lack of an effective framework to improve the efficiency (performance) of negotiation is a major problem for those seeking to enhance the efficiency and effectiveness of collaborative working in construction projects. This paper aims to develop a cognitive mapping‐based application framework for improving collaborative working in construction project from negotiation perspective (CF‐CWCP). This framework includes two‐fold: (1) mapping negotiation process in construction projects using cognitive mapping technique; (2) developing CF‐CWCP by integrating intelligent agent and cognitive mapping techniques. This research will benefit the partners in construction projects to improve construction negotiation performance. A prototype of CF‐CWCP is developed. Santrauka Derybos yra populiarus bendradarbiavimu gristas tarimasis tarp organizaciniu sistemu priimti sprendi‐mus, ypač vykdant statybu projektus. Derybos jau seniai suvokiamos kaip vertingas, tačiau daug laiko ir energijos atimantis procesas. Veiksmingos sistemos, galinčios padeti pagerinti derybu efektyvuma, trūku‐mas yra viena iš pagrindiniu problemu siekiantiems padidinti bendradarbiavimo veiksminguma vykdant statybos projektus. Pagrindinis šio straipsnio tikslas ‐ išpletoti pažinimo kartografija paremtos sistemos, kuri pagerintuben‐dradarbiavima vykdant statybos projektus, taikyma atsižvelgiant i derybu perspektyvas. Šia sistema suda‐ro dvi dalys: 1) kartografinis derybu procesas vykdant statybos projektus, pagristas pažinimo kartografijos technologija; 2) pažinimo sistemos, gerinančios bendradarbiavima vykdant statybos projektus, pletojimas integruojant intelektinius agentus ir pažinimo kartografijos technologija. Šis tyrimas pades statybu projek‐tu dalyviams pagerinti derybu efektyvuma, be to, išpletotas pažinimo sistemos prototipas. First Published Online: 09 Jun 2011 Reikšminiai žodžiai: pažinimo kartografija, bendradarbiavimas, derybos, statybos projekta

Semi-Structured Decision Processes: A Conceptual Framework for Understanding Human-Automation Decision Systems

The purpose of this work is to improve understanding of existing and proposed decision systems, ideally to improve the design of future systems. A "decision system" is defined as a collection of information-processing components -- often involving humans and automation (e.g., computers) -- that interact towards a common set of objectives. Since a key issue in the design of decision systems is the division of work between humans and machines (a task known as "function allocation"), this report is primarily intended to help designers incorporate automation more appropriately within these systems. This report does not provide a design methodology, but introduces a way to qualitatively analyze potential designs early in the system design process. A novel analytical framework is presented, based on the concept of "semi-Structured" decision processes. It is believed that many decisions involve both well-defined "Structured" parts (e.g., formal procedures, traditional algorithms) and ill-defined "Unstructured" parts (e.g., intuition, judgement, neural networks) that interact in a known manner. While Structured processes are often desired because they fully prescribe how a future decision (during "operation") will be made, they are limited by what is explicitly understood prior to operation. A system designer who incorporates Unstructured processes into a decision system understands which parts are not understood sufficiently, and relinquishes control by deferring decision-making from design to operation. Among other things, this design choice tends to add flexibility and robustness. The value of the semi-Structured framework is that it forces people to consider system design concepts as operational decision processes in which both well-defined and ill-defined components are made explicit. This may provide more insight into decision systems, and improve understanding of the implications of design choices. The first part of this report defines the semi-Structured process and introduces a diagrammatic notation for decision process models. In the second part, the semi-Structured framework is used to understand and explain highly evolved decision system designs (these are assumed to be representative of "good" designs) whose components include feedback controllers, alerts, decision aids, and displays. Lastly, the semi-Structured framework is applied to a decision system design for a mobile robot.Charles Stark Draper Laboratory, Inc., under IR&D effort 101

The Behaviour of Corporate Actors. A Survey of the Empirical Literature

Much of behavioural research, both in economics and in psychology, is limited in one respect: it tests isolated individuals. In many practically relevant situations, there are discernible actors, but these actors are not individuals. Rather firms, regulatory bodies, associations, countries or international organisations become active. The social problem at hand is best understood if one attributes judgement and decision making to higher level aggregates of individuals. Which elements from the rich body of behavioural evidence transfer to these corporate actors? Are there other deviations from the predictions of the rational choice model, not present or studied in individuals? This paper surveys the empirical literature from experimental economics, psychology, sociology and law. While some building blocks, like the behaviour of managers and of ad hoc groups, are relatively well understood, our knowledge about the effects of more elaborate internal structure on the dealings of corporate actors with the outer world is still relatively limited.Behaviour, Firms, Organizations, Associations, Groups