Knowledge as Culture

Culture must not be seen as something that merely reflects an organization’s social reality: rather, it is an integral part of the process by which that reality is constructed. Knowledge management initiatives, per se, are not culture change projects; but, if culture stands in the way of what an organization needs to do, they must somehow impact

Semantic discovery and reuse of business process patterns

Patterns currently play an important role in modern information systems (IS) development and their use has mainly been restricted to the design and implementation phases of the development lifecycle. Given the increasing significance of business modelling in IS development, patterns have the potential of providing a viable solution for promoting reusability of recurrent generalized models in the very early stages of development. As a statement of research-in-progress this paper focuses on business process patterns and proposes an initial methodological framework for the discovery and reuse of business process patterns within the IS development lifecycle. The framework borrows ideas from the domain engineering literature and proposes the use of semantics to drive both the discovery of patterns as well as their reuse

Who downsizes for longer? A longitudinal analysis

This contribution investigates why firms keep on downsizing once they have started to do so. From a theoretical standpoint, we develop economic and institutional explanations for explaining corporate downsizing duration. The empirical work is carried out applying event history techniques to a sample of manufacturing firms drawn from the Spanish Survey on Business Strategies from 1994 to 2005. Although results show support for persistence in downsizing over time, repeated personnel reductions is not a widespread tool in managing the workforce in this country. In addition, we find certain key corporate parameters such as profitability, temporality rate, size and employment termination costs (as well as market demand trends) to be important determinants of the continuation of on-going downsizing experiences. This is the first study on this issue using corporate-level data for Spain and multivariate methods

Work Organisation and Innovation

[Excerpt] Innovations in work organisation have the potential to optimise production processes in companies and improve employees’ overall experience of work. This report explores the links between innovations in work organisation – under the broader label of high performance work practices (HPWPs) – and the potential benefits for both employees and organisations. It draws on empirical evidence from case studies carried out in 13 Member States of the European Union where workplace innovations have resulted in positive outcomes

Study on cash transfers for seed security in humanitarian settings

This study examines the barriers and opportunities for cash transfers to be used to address seed security in humanitarian situations. Cash, while not a new approach, has gained momentum in recent years, especially with the emergence of the Cash Learning Partnership (CaLP) and humanitarian organizations’ commitments through the Grand Bargain.2 Historically, direct seed distribution (DSD) has dominated agricultural responses in emergencies. While effective in many situations, other modalities of addressing farmers’ needs have also proven to be effective, including seed and voucher fairs and, increasingly, cash transfer responses. The latter response typically provides farmers greater choices to make decisions about their seed needs and preferences. However, as with direct distribution and vouchers, cash can be a viable option but may not always be appropriate in every situation. The quality of seed is of paramount importance in choosing a response and has been an ongoing (and often contentious and political) discussion for decades. The results of this study advocate for a multi- stakeholder perspective on the quality of seed, while offering farmers the most flexible and most appropriate response possible for their given situation. In some cases, this will be cash transfers, but certainly not in all cases. A range of options offers the best chance for a successful, responsive, and appropriate program. The evidence base on outcomes from using cash for seed in humanitarian contexts is limited, however, reviewing a series of examples shows the breadth and range of options that are being explored. The cases from an array of organizations and countries including Iraq, Ethiopia, Nigeria, Uganda, Zambia, Zimbabwe, Malawi, Madagascar, and Guatemala, show that understanding the context is key to the response analysis and the choice of modality. Organizational approaches and previous experience also played a role in the choice of modality. The evidence to date shows that cash, in addition to complementary programming such as technical or business training, offers promise for seed security interventions. In addition, initiatives to support both the demand and supply side of the market have proven to be effective. Key findings include: 1. Market and needs assessments must include a seed component or SSSA to ensure a response designed to address the right problem, not the assumption. For markets, both informal and formal seed markets need to be included. 2. Good needs assessments, response analysis and program design help ensure participants’ spending cash on what implementers anticipate they will. 3. Program participants’ preferences on modalities are not consistently included in response analysis. 4. Mixed modalities (cash and vouchers, or cash and DSD) can broaden crop choices. 5. Quality screenings for seed are taking place; the quality of seed is important to organizations and project participants. 6. Cash for seed security interventions are limited, but growing in prevalence. 7. Providing cash plus complementary support is a promising practice for fostering seed security. 8. The nexus between relief and development is critical—designing projects with a longer-term development view: cash can prepare the way for farmers to continue true market engagement post-relief, spur business development in subsequent seasons, and offer opportunities for financial inclusion. 9. Supporting supply side to bring quality seed markets ‘closer’ to project participants should be considered along with demand-side interventions (cash, voucher and other). 10. Investment in preparedness provides a better foundation to implement impactful cash for seed security response. The risks, mitigating actions, opportunities and enablers for cash and seed security response are also explored. The study concludes with actionable and practical recommendations for further advancing the evidence base, as well as implementation suggestions. Continuous collaboration of key stakeholders in seed systems is essential to advance the discussions and action on the way forward with cash and seed systems

Building coalitions, creating change: An agenda for gender transformative research in agricultural development

The CGIAR Research Program on Aquatic Agricultural Systems (AAS) has developed its Gender Research in Development Strategy centered on a transformative approach. Translating this strategy into actual research and development practice poses a considerable challenge, as not much (documented) experience exists in the agricultural sector to draw on, and significant innovation is required. A process of transformative change requires reflecting on multiple facets and dimensions simultaneously. This working paper is a collation of think pieces, structured around broad the mes and topics, reflecting on what works (and what does not) in the application of gender transformative approaches in agriculture and other sectors, and seeking to stimulate a discussion on the way forward for CGIAR Research Programs (CRPs) and other programs to build organizational capacities and partnerships

Managing Customer Services: Human Resource Practices, Turnover, and Sales Growth

This study examines the relationship between human resource practices, employee quit rates, and organizational performance by drawing on a unique nationally representative sample of 354 customer service and sales establishments in the telecommunications industry. Multivariate analyses show that quit rates are lower and sales growth is higher in establishments that emphasize high skills, employee participation in decision-making and in teams, and HR incentives such as high relative pay and employment security. Quit rates partially mediate the relationship between human resource practices and sales growth. These relationships also are moderated by the customer segment that frontline employees serve

Age & Generations: Understanding Experiences at the Workplace

Examines differences in employees' perceptions of the quality of their jobs by generation, career stage, whether they have dependent care responsibilities, and length of tenure. Discusses elements of employment quality, including flexible work options

The developmental dynamics of terrorist organizations

We identify robust statistical patterns in the frequency and severity of violent attacks by terrorist organizations as they grow and age. Using group-level static and dynamic analyses of terrorist events worldwide from 1968-2008 and a simulation model of organizational dynamics, we show that the production of violent events tends to accelerate with increasing size and experience. This coupling of frequency, experience and size arises from a fundamental positive feedback loop in which attacks lead to growth which leads to increased production of new attacks. In contrast, event severity is independent of both size and experience. Thus larger, more experienced organizations are more deadly because they attack more frequently, not because their attacks are more deadly, and large events are equally likely to come from large and small organizations. These results hold across political ideologies and time, suggesting that the frequency and severity of terrorism may be constrained by fundamental processes.Comment: 28 pages, 8 figures, 4 tables, supplementary materia