Dynamic Organizations: Achieving Marketplace Agility Through Workforce Scalability

Dynamic organizations (DOs) operate in business environments characterized by frequent and discontinuous change, They compete on the basis of marketplace agility; that is on their ability to generate a steady stream of both large and small innovations in products, services, solutions, business models, and even internal processes that enable them to leapfrog and outmaneuver current and would-be competitors and thus eke out a series of temporary competitive advantages that might, with luck, add up to sustained success over time. Marketplace agility requires the ongoing reallocation of resources, including human resources. We use the term workforce scalability to capture the capacity of an organization to keep its human resources aligned with business needs by transitioning quickly and easily from one human resource configuration to another and another, ad infinitum. We argue that marketplace agility is enhanced by workforce agility because it is likely to meet the four necessary and sufficient conditions postulated by the resource based view (RBV) of the firm – valuable, rare, inimitable, and non-substitutable – if it can be attained. Our analysis therefore concludes by focusing on the two dimensions of workforce scalability – alignment and fluidity – and postulating a number of principles that might be used to guide the design of an HR strategy that enhances both. Throughout the paper, key concepts are illustrated using the experiences of Google, the well-known Internet search firm. Because the analysis is speculative and intended primarily to pique the interest of researchers and practitioners, the paper ends with a number of important questions that remain to be clarified

The ethics of uncertainty for data subjects

Modern health data practices come with many practical uncertainties. In this paper, I argue that data subjects’ trust in the institutions and organizations that control their data, and their ability to know their own moral obligations in relation to their data, are undermined by significant uncertainties regarding the what, how, and who of mass data collection and analysis. I conclude by considering how proposals for managing situations of high uncertainty might be applied to this problem. These emphasize increasing organizational flexibility, knowledge, and capacity, and reducing hazard

Between Scylla and Charybdis: Environmental governance and illegibility in the American West

In The Odyssey, Odysseus and his crew must navigate the Strait of Messina between two great hazards: the six-headed monster Scylla on one side, and the whirlpool Charybdis on the other. This conceit here guides a critical engagement with scientific knowledge and state power, grounded in the positionality and practices of government agents charged with the management of controversial species and processes in the American West. Based in ethnographic and archival research on wolf-livestock conflict and public lands grazing in Central Idaho, I relate how agents with the U.S. Forest Service and Idaho Department of Fish and Game navigate conditions not of their own choosing. Sailing the “choppy seas” of complex systems and multiple-use mandates, with the “whirlpool” of cuts to capacity on one side and the “monster” of political controversy and litigation on the other, agents appear to collect less or more ambiguous information on their charges, resulting in a partial “blindness” or illegibility. Although a rational adaptation to unrealistic expectations, this ignorance is not bliss but rather symptom and source of dysfunction, limiting agents’ ability to carry out monitoring, collaboration, and effectively conduct on-the-ground management. Understanding patterns of illegibility requires that we attend both to broader contextual pressures and situated motivations. In so doing, we might account for the seeming disconnect between agencies’ stated aims and practices, complicate traditional assumptions of evidence-based scientific management and analyses of bureaucratic rationality and state power, and make sense of the apparent dysfunction around environmental governance in the American West today

Beyond opening up the black box: Investigating the role of algorithmic systems in Wikipedian organizational culture

Scholars and practitioners across domains are increasingly concerned with algorithmic transparency and opacity, interrogating the values and assumptions embedded in automated, black-boxed systems, particularly in user-generated content platforms. I report from an ethnography of infrastructure in Wikipedia to discuss an often understudied aspect of this topic: the local, contextual, learned expertise involved in participating in a highly automated social-technical environment. Today, the organizational culture of Wikipedia is deeply intertwined with various data-driven algorithmic systems, which Wikipedians rely on to help manage and govern the "anyone can edit" encyclopedia at a massive scale. These bots, scripts, tools, plugins, and dashboards make Wikipedia more efficient for those who know how to work with them, but like all organizational culture, newcomers must learn them if they want to fully participate. I illustrate how cultural and organizational expertise is enacted around algorithmic agents by discussing two autoethnographic vignettes, which relate my personal experience as a veteran in Wikipedia. I present thick descriptions of how governance and gatekeeping practices are articulated through and in alignment with these automated infrastructures. Over the past 15 years, Wikipedian veterans and administrators have made specific decisions to support administrative and editorial workflows with automation in particular ways and not others. I use these cases of Wikipedia's bot-supported bureaucracy to discuss several issues in the fields of critical algorithms studies, critical data studies, and fairness, accountability, and transparency in machine learning -- most principally arguing that scholarship and practice must go beyond trying to "open up the black box" of such systems and also examine sociocultural processes like newcomer socialization.Comment: 14 pages, typo fixed in v

Big Data Privacy Context: Literature Effects On Secure Informational Assets

This article's objective is the identification of research opportunities in the current big data privacy domain, evaluating literature effects on secure informational assets. Until now, no study has analyzed such relation. Its results can foster science, technologies and businesses. To achieve these objectives, a big data privacy Systematic Literature Review (SLR) is performed on the main scientific peer reviewed journals in Scopus database. Bibliometrics and text mining analysis complement the SLR. This study provides support to big data privacy researchers on: most and least researched themes, research novelty, most cited works and authors, themes evolution through time and many others. In addition, TOPSIS and VIKOR ranks were developed to evaluate literature effects versus informational assets indicators. Secure Internet Servers (SIS) was chosen as decision criteria. Results show that big data privacy literature is strongly focused on computational aspects. However, individuals, societies, organizations and governments face a technological change that has just started to be investigated, with growing concerns on law and regulation aspects. TOPSIS and VIKOR Ranks differed in several positions and the only consistent country between literature and SIS adoption is the United States. Countries in the lowest ranking positions represent future research opportunities.Comment: 21 pages, 9 figure

A Future of Failure? The Flow of Technology Talent into Government and Civil Society

This report is an evaluation of the technology talent landscape shows a severe paucity of individuals with technical skills in computer science, data science, and the Internet or other information technology expertise in civil society and government. It investigates broadly the health of the talent pipeline that connects individuals studying or working in information technology-related disciplines to careers in public sector and civil society institutions. Barriers to recruitment and retention of individuals with the requisite skills include compensation, a perceived inability to pursue groundbreaking work, and cultural aversion to innovation