Designer’s emotions in the design process

This is a position paper towards the establishment of a research network to address the impact of tacit experiential knowledge, emotion, and cultural perspective on a designer’s decision-making during a design process. With this network, we are aiming to start a focused discussion across geographies and cultures regarding the role and impact of designers’ emotions within their own design process. The function of this is to foreground the experiential and emotional domain of designers’ practice and examine the role of tacit experiential knowledge in design decision-making. The paper sets up the basis and context of discussion, exploring the three key areas to be addressed by the network: designers’ emotions as key drivers in decisionmaking; tacit experiential knowledge; and addressing emotion in culturally-situated design practice. This is followed by our proposed methodology and network objectives and expected impact and outcomes

Organizações de saúde intensivas em conhecimento: um estudo no contexto de serviços de alta complexidade

This study aims to identify critical management elements used to promote the transformation from a traditional organization to a learning organization, within the context of high complexity healthcare services. Traditional Organizations are based on the use of information, whereas Learning Organizations are based on knowledge creation. Organizational knowledge is viewed as a strategic resource for high complexity healthcare services. The analysis of the management of healthcare services based on knowledge-intensive work is structured through the qualification of the care process, which involves the stages of access, permanence and continuity of the treatment offered to patients. A case study was conducted in a private hospital of the state of Rio Grande do Sul, south of Brazil, whose strategy is to solve high complexity problems. Among the critical management elements that emerged, the main ones were: the patient should be viewed as a client; the Institution's contact with the patient should not terminate at the end of hospital assistance - only when the problem related to the disease is solved; and the medical specialties should be in harmony and willing to share knowledge, encouraged by assistance protocols that are recognized by all.O objetivo deste estudo é identificar elementos críticos de gestão para promover a transformação de uma organização tradicional para uma organização de aprendizagem em serviços de alta complexidade em saúde. Assume-se que as organizações tradicionais são aquelas gerenciadas com ênfase na informação, e as organizações de aprendizagem são aquelas gerenciadas com ênfase no desenvolvimento de conhecimento. O conhecimento organizacional é reconhecido como um dos recursos de grande valor estratégico para a prestação de serviços de alta complexidade. A análise da gestão em serviços de saúde intensivos em conhecimento está estruturada a partir da qualificação do processo assistencial, o qual engloba as etapas de acesso, da permanência e da continuidade do tratamento. Realizou-se um estudo de caso em um hospital privado do Rio Grande do Sul, cuja estratégia de diferenciação é atuar na resolução de problemas de alta complexidade. Entre os elementos gerenciais críticos evidenciados salientam-se: que o paciente precisa ser compreendido como cliente; que o vínculo com a instituição não termina no final do atendimento hospitalar, mas somente na resolução do problema enfrentado com a doença; e que as especialidades precisam estar harmonizadas e dispostas a compartilhar conhecimento, impulsionadas por protocolos assistenciais reconhecidos por todos

A decision theory perspective on complexity in performance measurement and management

Purpose – The purpose of this paper is to apply the aspects of decision theory to performance measurement and management (PMM), thereby enabling the theoretical elaboration of volatility, uncertainty, complexity and ambiguity in the business environment, which are identified as the barriers to effective PMM. Design/methodology/approach – A review of decision theory and PMM literature establishes the Cynefin framework as the basis for extending the performance alignment matrix. Case research with seven companies explores the relationship between two concepts underexamined in the performance alignment matrix – internal dominant logic (DL) as the attribute of organisational culture affecting decision making, and the external environment – in line with the concept of alignment or fit in PMM. A focus area is PMM related to sustainable operations and supply chain management. Findings – Alignment between DL, external environment and PMM is found, as are instances of misalignment. The Cynefin framework offers a deeper theoretical explanation about the nature of this alignment. Other findings consider the nature of organisational ownership on DL. Research limitations/implications – The cases are exploratory not exhaustive, and limited in number. Organisations showing contested logic were excluded. Practical implications – Some organisations have cultures of predictability and control; others have cultures that recognise their external environment as fundamentally unpredictable, and hence there is a need for responsive, decentralised PMM. Some have sought to change their culture and PMM. Being attentive to how cultural logic affects decision making can help reduce the misalignment in PMM. Originality/value – A novel contribution is made by applying decision theory to PMM, extending the theoretical depth of the subject

La gestion des échanges d'informations préliminaires au sein d'équipes multifonctionnelles d'ingénierie concourante : leçons d'un cas

Cadre conceptuel et méthodologie -- Description du cas et résultats de la recherche -- Échanges d'informations préliminaires -- Échanges d'informations préliminaires selon les situations de travail -- Échanges d'informations préliminaires en situation de travail avec fourniture de service -- Échanges d'informations préliminaires en situation de travail itératif chevauché

Influence of Succession Planning on Knowledge Transfer

The problem was the lack of effective succession planning strategies to facilitate the transfer of technical expertise from retiring employees to younger employees. A rebound of oil exploration activities in Nigeria would adversely affect the drilling sector due to lack of preparation and succession planning to meet the demand for technical expertise. The purpose of this case study was to explore how a succession planning program contributes to knowledge transfer and development of expertise for business continuity and prevents loss of knowledge in the oil-drilling sector in Nigeria. Twenty-four participants from one oil-drilling contractor in Nigeria participated in the study. The conceptual framework was guided by knowledge creation theory, succession planning concepts, and transformational leadership theory. Data collection included semistructured face-to-face interviews supplemented with document review. Data analysis involved a traditional text method where data coder pace each piece of data into various categories by hand. This study revealed 4 themes: individual development program, mentoring, on-the-job training, and 360-degree communication. Findings may affect oil-drilling practices by contributing to enhanced succession planning and knowledge transfer initiatives. The implication for positive social change may include the development of individuals for leadership roles and could add to the organization talent bench, and reduce knowledge gaps while ensuring business continuity

ICS Materials. Towards a re-Interpretation of material qualities through interactive, connected, and smart materials.

The domain of materials for design is changing under the influence of an increased technological advancement, miniaturization and democratization. Materials are becoming connected, augmented, computational, interactive, active, responsive, and dynamic. These are ICS Materials, an acronym that stands for Interactive, Connected and Smart. While labs around the world are experimenting with these new materials, there is the need to reflect on their potentials and impact on design. This paper is a first step in this direction: to interpret and describe the qualities of ICS materials, considering their experiential pattern, their expressive sensorial dimension, and their aesthetic of interaction. Through case studies, we analyse and classify these emerging ICS Materials and identified common characteristics, and challenges, e.g. the ability to change over time or their programmability by the designers and users. On that basis, we argue there is the need to reframe and redesign existing models to describe ICS materials, making their qualities emerge

The State of Competitive Intelligence within New Zealand Private and Public Sector Organisations: a Comparison Study of Competitive Intelligence within New Zealand in 2009

Globalisation and rapid technology advancements are having a profound change on the competitiveness of local and global markets, and shaping the New Zealand marketplace. New Zealand companies are not just competing against other New Zealand companies, but are also competing against global companies. Competitive intelligence is critical for informing vital business decisions and potentially for the viability of a company. The purpose of this study was to research the state of competitive intelligence within the New Zealand private and public sectors and benchmark them against a similar study by Trengrove and Vryenhoek (1997). This research report further explores the relationship between knowledge management and competitive intelligence by examining the culture of competitive intelligence in an information (knowledge) economy through the analysis of competitive intelligence attitudes (Rouach and Santi 2001), 'Strategic Protection Factors' (Rothberg and Erickson, 2005), value and mindset of managing knowledge, and competitive intelligence within New Zealand companies

The State of Competitive Intelligence within New Zealand Private and Public Sector Organisations: a Comparison Study of Competitive Intelligence within New Zealand in 2009

Globalisation and rapid technology advancements are having a profound change on the competitiveness of local and global markets, and shaping the New Zealand marketplace. New Zealand companies are not just competing against other New Zealand companies, but are also competing against global companies. Competitive intelligence is critical for informing vital business decisions and potentially for the viability of a company. The purpose of this study was to research the state of competitive intelligence within the New Zealand private and public sectors and benchmark them against a similar study by Trengrove and Vryenhoek (1997). This research report further explores the relationship between knowledge management and competitive intelligence by examining the culture of competitive intelligence in an information (knowledge) economy through the analysis of competitive intelligence attitudes (Rouach and Santi 2001), 'Strategic Protection Factors' (Rothberg and Erickson, 2005), value and mindset of managing knowledge, and competitive intelligence within New Zealand companies

Strategic human resource management in the knowledge-based economy

U radu su razmatrani najvažniji elementi strategijskpg upravljanja ljudskim resursima u kontekstu ekonomije u kojoj znanje ima status kritičnog resursa, čime je istovremeno opredeljen predmet istraživanja. Osnovni cilj istraživanja je da se dokaže da strategijsko upravljanje ljudskim resursima doprinosi poboljšanju organizacionih performansi i da su ljudski resursi važan faktor koji treba uzeti u obzir prilikom formulisanja organizacione strategije. U tom smislu, analizirani su ključni izazovi, različiti pristupi upravljanja ljudskim resursima i njihova uloga u kreiranju konkurentske prednosti. Formulisanje strategije upravljanja ljudskim resursima je posmatrano kroz moguće pristupe, proces i način usklađivanja sa organizacionom strategijom. Posebna pažnja je posvećena strategiji upravljanja znanjem, kako sa aspekta njenog formulisanja, tako i sa aspekta identifikovanja njenih ključnih elemenata. Istraživanje strategije upravljanja talentima je sprovedeno kroz analizu ključnih konstituenata i taktika i tehnika za upravljanjee talentima. Evaluacija strategije upravljanja ljudskim resursima je analizirana sa aspekta uticaja na organizacione performanse i kroz izbor alata i pokazatelja. Empirijskim istraživanjem je utvrđeno da praksa strategijskog upravljanja ljudskim resursima, strategija upravljanja znanjem i strategija upravljanja talentima imaju ppzitivan uticaj na organizacione performanse i inovativnost, respektivno, čime se opravdanim smatraju ulaganja u razvoj jedinstvene prakse i u aktivnosti koje se odnose na kreiranje, usvajanje, deljenje i primenu znanja, odnosno na formiranje i održavanje pula talenata u okviru organizacije.The paper discusses the most important elements of strategic human resource management in the context of the economy in which knowledge has the status of a critical resource, which is also defined subject of research. Main research objective is to prove that strategic human resource management contribute to improvement of organizational performance, and human resources are important factor which need to be considered during process of organizational strategy formulation. In this context,there have been analyzed the key challenges, different approaches to human resources management and their role in creating competitive advantage. Formulation of HR strategy is considered through possible approaches, process, and fit with the organizational strategy. Special attention was paid to the knowledge management strategy, both in terms of its formulation, but also in terms of identifying its key elements. The research of talent management strategy is done through the analysis of key constituents and tactics and techniques for talent management. Evaluation of HR strategy is analyzed from the point of impact on organizational performance and the selection of tools and indicators. Results of empirical research show that strategic human resource practice, knowledge management strategy, and talent management strategy have positive impact on organizational performance and innovation, respectively, which justifies investments in development of unique practice and activities related to creating, capturing, sharing, and using knowledge, as well as forming and retaining pull of talents within organization