Uncovering Hidden Profiles; Managerial Interventions for Discovering Superior Decision Alternatives

A common reason for the use of teams in organizations is the idea that each individual can bring a unique perspective to the decision task; however, research shows that teams often fail to surface and use unique information to evaluate decision alternatives. Under a condition known as the hidden profile, each member uniquely possesses a critical clue needed to uncover the superior solution. Failure to share and adequately evaluate this information will result in poor decision quality. In order to mitigate this team decision-making bias, the present study utilizes experimental research to examine the impact of the devil’s advocacy technique on the decision quality of hidden profile teams. Results show that advocacy groups had higher decision qualities than groups under free discussion; however, advocacy teams also had higher levels of anger and lower levels of individual support for their group’s decision. As a result, while these teams selected the best solution, the presence of a devil’s advocate introduces conditions that may hinder the solution’s implementation. Furthermore, similar experiments with advocacy techniques suggest that the positive effect on decision quality found here is reduced in the presence of stronger hidden profiles

Dynamics of organizational culture: Individual beliefs vs. social conformity

The complex nature of organizational culture challenges our ability to infers its underlying dynamics from observational studies. Recent computational studies have adopted a distinct different view, where plausible mechanisms are proposed to describe a wide range of social phenomena, including the onset and evolution of organizational culture. In this spirit, this work introduces an empirically-grounded, agent-based model which relaxes a set of assumptions that describes past work - (a) omittance of an individual's strive for achieving cognitive coherence, (b) limited integration of important contextual factors - by utilizing networks of beliefs and incorporating social rank into the dynamics. As a result, we illustrate that: (i) an organization may appear to be increasingly coherent in terms of organizational culture, yet be composed of individuals with reduced levels of coherence, (ii) the components of social conformity - peer-pressure and social rank - are influential at different aggregation levels.Comment: 20 pages, 8 figure

Designing a Design Thinking Approach to HRD

This article considers the value of design thinking as applied to a HRD context, Specifically, it demonstrates how design thinking can be employed through a case study drawn from the GETM3 programme. It reports on the design, development, and delivery of a design thinking workshop which was created to draw out and develop ideas from students and recent graduates about the fundamental training and skills requirements of future employment. While design thinking has been widely deployed in innovation and entrepreneurship, its application to HRD is still very much embryonic. Our overview illustrates how the key characteristics of the design thinking process resonate with those required from HRD (e.g. focus on end user, problem solving, feedback, and innovation). Our contribution stems from illuminating a replicable application of design system thinking including both the process and the outcomes of this application. We conclude that design thinking is likely to serve as a critical mind-set, tool, and strategy to facilitate HRD practitioners and advance HRD practice

Designing a design thinking approach to HRD

This article considers the value of design thinking as applied to a HRD context, Specifically, it demonstrates how design thinking can be employed through a case study drawn from the GETM3 programme. It reports on the design, development, and delivery of a design thinking workshop which was created to draw out and develop ideas from students and recent graduates about the fundamental training and skills requirements of future employment. While design thinking has been widely deployed in innovation and entrepreneurship, its application to HRD is still very much embryonic. Our overview illustrates how the key characteristics of the design thinking process resonate with those required from HRD (e.g. focus on end user, problem solving, feedback, and innovation). Our contribution stems from illuminating a replicable application of design system thinking including both the process and the outcomes of this application. We conclude that design thinking is likely to serve as a critical mind-set, tool, and strategy to facilitate HRD practitioners and advance HRD practice

Discovering Unobserved Heterogeneity in Structural Equation Models to Avert Validity Threats

A large proportion of information systems research is concerned with developing and testing models pertaining to complex cognition, behaviors, and outcomes of individuals, teams, organizations, and other social systems that are involved in the development, implementation, and utilization of information technology. Given the complexity of these social and behavioral phenomena, heterogeneity is likely to exist in the samples used in IS studies. While researchers now routinely address observed heterogeneity by introducing moderators, a priori groupings, and contextual factors in their research models, they have not examined how unobserved heterogeneity may affect their findings. We describe why unobserved heterogeneity threatens different types of validity and use simulations to demonstrate that unobserved heterogeneity biases parameter estimates, thereby leading to Type I and Type II errors. We also review different methods that can be used to uncover unobserved heterogeneity in structural equation models. While methods to uncover unobserved heterogeneity in covariance-based structural equation models (CB-SEM) are relatively advanced, the methods for partial least squares (PLS) path models are limited and have relied on an extension of mixture regression—finite mixture partial least squares (FIMIX-PLS) and distance measure-based methods—that have mismatches with some characteristics of PLS path modeling. We propose a new method—prediction-oriented segmentation (PLS-POS)—to overcome the limitations of FIMIX-PLS and other distance measure-based methods and conduct extensive simulations to evaluate the ability of PLS-POS and FIMIX-PLS to discover unobserved heterogeneity in both structural and measurement models. Our results show that both PLS-POS and FIMIX-PLS perform well in discovering unobserved heterogeneity in structural paths when the measures are reflective and that PLS-POS also performs well in discovering unobserved heterogeneity in formative measures. We propose an unobserved heterogeneity discovery (UHD) process that researchers can apply to (1) avert validity threats by uncovering unobserved heterogeneity and (2) elaborate on theory by turning unobserved heterogeneity into observed heterogeneity, thereby expanding theory through the integration of new moderator or contextual variables

Business integration between manufacturing and transport-logistics firms

Purpose - This paper analyses how manufacturers and transport-logistics service providers (TLSPs) work together and integrate their business processes. The information technologies used to support the integration, the processes currently integrated, and the expected future integration, are searched. Design/methodology/approach - Six in-depth case studies were conducted among leading companies in the electrical, electronics, mechanical, food processing, and transport-logistics industries. The data was collected using comprehensive semi-structured interviews. Findings - Most of the firms are coupled electronically through EDI. The current business integration practices are primarily restricted to some sub-processes in three key SC processes: Customer service management, order fulfillment and backwards logistics. In the future the manufacturers want a better integration with the TLSPs, but at the same time, manufacturers would like to have the freedom of breaking the relationship, if the party does not fulfill the requisites and expectations. The future developments associated to the "commoditization" of TLSPs’ services would reinforce this trend. Originality/value - This research has shed light on a relatively unexplored area related to the integration between manufacturers and transport-logistics firms. Our research has highlighted the complexity of the integration between the two echelons, and has helped to the identification of current areas of integration. This research has also contributed to understand how the integration occurs in real contexts, by uncovering with a high degree of detail, what manufactures do to integrate their business with the TLSPsSupply chain management; Business process integration; Information technologies (IT); Standardization; Manufacturers; Transport and Logistics Service Providers (TLSPs)

Innovation in services: corporate culture and investment banking

The article discusses service innovation in the investment banking industry. Service industry innovations differ from innovations in industries that produce physical products because they rarely have intellectual property and patent protections. However, investment banking services are typically a series of interrelated businesses such as consulting, wealth management and accounting, and innovations require a business wide coordinated approach. The authors argue that a strong corporate culture can support rather than hinder innovation. The creation of such a culture requires strong leadership and an emphasis on innovation in hiring and promotions

Quitting the Boss? The Role of Manager Influence Tactics and Employee Emotional Engagement in Voluntary Turnover

Employees commonly cite their managers’ behavior as the primary reason for quitting their jobs. We sought to extend turnover research by investigating whether two commonly used influence tactics by managers affect their employees’ voluntary turnover and whether employees’ emotional engagement and job satisfaction mediate this relationship. We tested our hypotheses using survey data collected at two time points from a sample of financial services directors and objective lagged turnover data. Using multilevel path modeling, we found that managers’ use of pressure and inspirational appeals had opposite effects on employee voluntary turnover and that employees’ emotional engagement was a significant and unique mediating mechanism even when job satisfaction, the traditional attitudinal predictor of turnover, was also included in the path model. Our findings contribute to turnover research by demonstrating a relationship between specific managerial behaviors and employee turnover and shed light on a key mediating mechanism that explains these effects