Governance and Competence

Transaction cost economics faces serious problems concerning the way it deals, or fails to deal, with bounded rationality, the efficiency of outcomes, trust, innovation, learning and the nature of knowledge. The competence view yields an alternative perspective on the purpose and boundaries of the firm. However, the competence view cannot ignore issues of governance, and in spite of serious criticism, transaction cost economics yields useful concepts to deal with it. This article aims to contribute to the development of theory and empirical research that connects governance and competence perspectives.governance;learning;organization;inter-organizational relations;inter-firm alliances

Democratic dialogue and collective learning in the context of self-managed teams

This paper provides a longitudinal, empirical view of the multifaceted and reciprocal processes of organizational learning in a context of self-managed teams. Organizational learning is seen as a social construction between people and actions in a work setting. The notion of learning as situated (Brown & Duguid 1989, Lave& Wenger 1991, Gherardi & al. 1998, Easterby-Smith & Araujo 1999, Abma 2003) opens up the possibility for placing the focus of research on learning in the community rather than in individual learning processes. Further, in studying processes in their social context, we cannot avoid taking power relations into consideration (Contu & Willmott 2003). The study is based on an action research with a methodology close to the ‘democratic dialogue’ presented by Gustavsen (2001). This gives a ground for research into how the learning discourse developed in the case study organization over a period of 5 years, during which time the company abandoned a middle management level of hierarchy and the teams had to figure out how to work as self-managed units. This paper discusses the (re)construction of power relations and its role in organizational learning. Power relations are discussed both in vertical and horizontal work relations. A special emphasis is placed on the dialectic between managerial aims and the space for reflection on the side of employees. I argue that learning is crucial in the search for the limits for empowerment and that these limits are negotiated both in actions and speech. This study unfolds a purpose-oriented learning process, constructing an open dialogue, and describes a favourable context for creative, knowledge building communities.organizational learning; self-managed teams

A Principled Approach for Learning Task Similarity in Multitask Learning

Multitask learning aims at solving a set of related tasks simultaneously, by exploiting the shared knowledge for improving the performance on individual tasks. Hence, an important aspect of multitask learning is to understand the similarities within a set of tasks. Previous works have incorporated this similarity information explicitly (e.g., weighted loss for each task) or implicitly (e.g., adversarial loss for feature adaptation), for achieving good empirical performances. However, the theoretical motivations for adding task similarity knowledge are often missing or incomplete. In this paper, we give a different perspective from a theoretical point of view to understand this practice. We first provide an upper bound on the generalization error of multitask learning, showing the benefit of explicit and implicit task similarity knowledge. We systematically derive the bounds based on two distinct task similarity metrics: H divergence and Wasserstein distance. From these theoretical results, we revisit the Adversarial Multi-task Neural Network, proposing a new training algorithm to learn the task relation coefficients and neural network parameters iteratively. We assess our new algorithm empirically on several benchmarks, showing not only that we find interesting and robust task relations, but that the proposed approach outperforms the baselines, reaffirming the benefits of theoretical insight in algorithm design

Finding a reflexive voice : -- researching the problems of implementing new learning practices within a New Zealand manufacturing organisation : a 100pt thesis presented in partial fulfilment of the requirements for the degree of Master of Management in Human Resources Management at Massey University

This study explored the social forces mediating manager's participation in a new reflexive participative learning practice designed to improve profitability within a New Zealand manufacturing organisation. Despite a large theoretical and managerial body of literature on organisational learning there has been little empirical investigation of how people experience and engage their reflexivity towards challenging the status-quo to create high level learning and new knowledge. Power was identified as a potential moderator of the reflexive learning experience and the variable relations of power and learning were constructed from a review of literature and these relationships were explored and investigated within the case study. Two prevailing discourses were identified as powerful moderators of public reflexivity, the traditionalist discourse which constructed managers actions and conversations towards insularism and survivalist concerns and the productionist discourse in which institutionalised production practices encircled and mediated managers actions and what constituted legitimacy in conversations. This study used a critical action research method to place the reflexive experience of managers and the researcher at the centre of the study and provide data representative of the social discourses that constructed variable freedoms and constraints upon the reflexive voice

Finding a reflexive voice : -- researching the problems of implementing new learning practices within a New Zealand manufacturing organisation : a 100pt thesis presented in partial fulfilment of the requirements for the degree of Master of Management in Human Resources Management at Massey University

This study explored the social forces mediating manager's participation in a new reflexive participative learning practice designed to improve profitability within a New Zealand manufacturing organisation. Despite a large theoretical and managerial body of literature on organisational learning there has been little empirical investigation of how people experience and engage their reflexivity towards challenging the status-quo to create high level learning and new knowledge. Power was identified as a potential moderator of the reflexive learning experience and the variable relations of power and learning were constructed from a review of literature and these relationships were explored and investigated within the case study. Two prevailing discourses were identified as powerful moderators of public reflexivity, the traditionalist discourse which constructed managers actions and conversations towards insularism and survivalist concerns and the productionist discourse in which institutionalised production practices encircled and mediated managers actions and what constituted legitimacy in conversations. This study used a critical action research method to place the reflexive experience of managers and the researcher at the centre of the study and provide data representative of the social discourses that constructed variable freedoms and constraints upon the reflexive voice

Students' knowledge and perceptions of International Relations and the 'Model United Nations'. An empirical analysis

open2Unconventional learning activities such as games and simulations have been widely used as teaching tools in international relations (IR) in the recent years. The literature on simulations and student learning has often highlighted a lack of empirical evidence in the existing research. The paper aims at providing empirical support to illustrate the ways in which simulations might influence students’ levels of (factual and self-evaluated) knowledge and perceptions of IR. The study is based on extensive empirical material, collected through questionnaires submitted to 298 students who participated in the 2014 edition of the National Model United Nations in New York (NMUN!NY)openCalossi, Enrico, Coticchia, FabrizioCalossi, Enrico; Coticchia, Fabrizi