Towards Evidence-Based Sustainable Communities: Report on Survey of Urban Sustainability Centers in U.S. Universities

Provides an overview of characteristics of urban sustainability research centers, including organizational structure, personnel capacity, finances, current objectives, and recent research topics. Considers policy implications

Incentives in Merchant Empires: Portuguese and Dutch Labor Compensation

The different organizational structure of the Portuguese and Dutch merchant empires affected their ability to monitor workers. I test the theoretical implications of these differences using micro data of overseas workers' compensation from the sixteenth to the eighteenth century. The two merchant empires used significantly different compensation structures: working for the king of Portugal corresponded to a higher bonus share of compensation on average than that of the Dutch East India Company. These results are consistent with theoretical implications and provide additional support to the historical evidence we have on the organizational structure of merchant empires.Merchant Empires, Labor Compensation, Incentives, Monitoring

Contract Renegotiation and Organizational Design

This paper studies the implications of non-commitment for organizational design. An organizational form must trade-off between the coordination benefits associated with the centralization of information and its associated costs in terms of renegotiation. This analysis makes precise what these benefits and costs are. First, I characterize renegotiation-proof allocations for organizational forms that differ in the amount of decentralization that they support. Second, I compare these different organizational forms. The analysis shows that a complete decentralization of decision-making is always weakly dominated by more centralized structures when information is dispersed in the organization. Decision-making should always be in the hand of the player with the most important or relevant information. Ce papier étudie les implications pour la structure organisationnelle des problèmes de non-engagement. Une structure organisationnelle adéquate permet l'arbitrage entre les bénéfices et les coûts associés à la centralisation de la prise de décision. Parmi les bénéfices, on retrouve une meilleure coordination des informations des membres de l'organisation; parmi les coûts, on retrouve les inefficacités reliées aux difficultés d'engagement et à la renégociation. L'analyse démontre qu'une décentralisation complète est toujours faiblement dominée par une structure plus centralisée. Finalement, la prise de décision doit être conférée aux agents ayant l'information la plus cruciale pour la performance de l'organisation.Asymmetric information; Contract renegotiation; Organizational form; Decentralization, Information assymétrique ; Renégociation de contrats ; Structure organisationnelle ; Décentralisation

Organizational Differences between U.S. Major Leagues and European Leagues: Implications for Salary Caps

This paper outlines and compares the organizational structure of major sports leagues, explores the reasoning behind their formation, and derives implications for salary caps in European football. To understand why sports leagues have developed a specific organizational structure, one must take the economic peculiarities of team sports leagues into consideration. For this purpose, we analyze the production process and illuminate its major peculiarities. For example, we present the difference between economic competition and competition on the pitch and discuss the consequences of this distinction for an attractive final product. Furthermore, we show that a hold-up problem exists between the two stages of the production process and demonstrate how these problems are overcome by the organizational structure chosen by sports leagues. We also outline the differences between the U.S. major leagues and European leagues and document recent developments in that context. Finally, based on this comparative institutional analysis, we derive implications for the introduction of salary caps into European football.Sports leagues, organization, salary cap, hold-up problem

A Task-Based Approach to Organization: Knowledge, Communication and Structure

We bridge a gap between organizational economics and strategy research by developing a task-based approach to analyze organizational knowledge, process and structure, and deriving testable implications for the relation between production and organizational structure. We argue that organization emerges to integrate disperse knowledge and to coordinate talent in production and is designed to complement the limitations of human ability. The complexity of the tasks undertaken determines the optimal level of knowledge acquisition and talent. The relations between tasks, namely, complementarities or substitutabilities and synergies, determine the allocation of knowledge among members of the organization. Communication shapes the relation between individual talent, and governs the organizational process and structure that integrates disperse knowledge to perform tasks more efficiently. Organization structure can also be deliberately designed ex ante to correct bias of individual judgement, the extent to which is dependent on the attributes of tasks. Organization process and the routinized organizational structure are the core of organizational capital, which generates rent and sustains organizational growth. This task-based approach enriches the existing body of organization studies, in particular the knowledge-based theory of the firm and the dynamic capabilities theory.task-based approach, complementarities, tacit knowledge, codifiable knowledge, code,vertical communication, horizontal communication, organizational architecture, decision bias

The Emergence of Non-Traditional Cooperative Structures: Public and Private Policy Issues

This paper examines new agricultural cooperative organizational models from an ownership rights perspective. We argue that new cooperative organizational models differ in the way ownership rights are assigned to the economic agents tied contractually to the firm � members, patrons, and investors. The paper proposes a typology of discrete organizational models, in which the traditional cooperative structure and the investor-oriented firm are characterized as polar forms. Five non-traditional models are described and analyzed with implications to both private and public policy.agricultural cooperatives, cooperative finance, ownership structure, property rights., Agribusiness,

Sport psychologists’ experiences of organizational stressors

This study extends stress research by exploring sport psychologists’ experiences of organizational stressors. Twelve accredited sport psychologists (6 academics and 6 practitioners) were interviewed regarding their experiences of organizational stress within their jobs. Content analysis involved categorizing the demands associated primarily and directly with their occupation under one of the following general dimensions: factors intrinsic to sport psychology, roles in the organization, sport relationships and interpersonal demands, career and performance development issues, and organizational structure and climate of the profession. A frequency analysis revealed that academics (ΣAOS = 201) experienced more organizational stressors than practitioners (ΣPOS = 168). These findings indicate that sport psychologists experience a wide variety of organizational stressors across different roles, some of which parallel those found previously in other professions. The practical implications for the management of stress for sport psychologists are discussed

Factors Influencing The Quality of Accounting Information System And Its Implications on The Quality of Accounting Information

The purpose of this study was to determine the influence of organizational factors (management commitment, organizational culture and organizational structure) to the quality of the accounting information system and its implications on the quality of accounting information.  The unit of analysis in this study is the accounting staff of 33 cooperatives in Bandung-Indonesia. The results showed that the commitment of management, organizational culture and organizational structure have a significant effect on the quality of accounting information systems. Furthermore it was found that the quality of accounting information system has implications for the quality of accounting information. Keywords: management commitment, organizational culture and organizational structure, accounting information system, accounting informatio

ORGANIZATIONAL STRUCTURE IN PROCESS-BASED ORGANIZATIONS

This paper investigates the role of the organization structure in process-based organizations. We argue that companies cannot be designed upon organizational processes only or that process management can be simply imposed as an additional structural dimension on top of the existing functional or product dimension. It is more promising to consider process-based companies as organizations with a multidimensional structure with process ownership as a dominant dimension. The paper focuses on a number of consequences of the implementation of process-based organization structures. First, the complementary role of different types of processes is clarified. Second, we focus on the question how processes can be translated into the design of organizational units. Two key ideas underpin a process-based organizational structure. First, organizational units are organized around core processes. Second, other processes are added to these units minimizing the necessity of cross-unit coordination. This has several implications for planning and control activities and the way how process-based business units fit together to create a performing corporation. The latter can no longer be conceived within the traditional strategy- structure paradigm because of the fundamentally different role of middle and top managers.management and organization theory ;

Exploring inter-departmental barriers between production and quality

Purpose – The purpose of this paper is to demonstrate the value of adopting an organizational ecological perspective to explore behavioural barriers in a UK operations & production management (OPM) setting. Design/methodology/approach – An ethnographic case study approach was adopted with a narrative ecological stance to deconstruct the perceived realities and the origins of the inter‐departmental barriers applying Scott‐Morgan's unwritten rules methodology. Findings – Despite an improvement in the physical proximity of the production and quality control departments, the qualitative approach revealed that latent, socially constructed drivers around management, interaction and communication reinforced inter‐departmental barriers. Conflicting enablers were ultimately responsible derived from the organizational structure, which impacted the firm's production resources. Research limitations/implications – As a case study approach, the specificity of the findings to this OPM setting should be explored further. Practical implications – The paper demonstrates the use of theoretical frameworks in a production and manufacturing organization to provide insights for maximising process effectiveness. Using the organizational ecological perspective to uncover the socially constructed unwritten rules of the OPM setting beneficially impacted on operational effectiveness. Originality/value – The paper contributes to organization ethnography literature by providing a detailed empirical analysis of manufacturing and services behaviour using an organizational ecology perspective. The example demonstrates that “qualitative” research can have real world impact in an advanced operational context. It also contributes to an ecological or complex adaptive systems view of organizations and, inter alia, their supply chains