Engineering Bureaucracy: The Genesis of Formal Policies, Positions, and Structures in High-Technology Firms

[Excerpt] This article examines the impact of organizational founding conditions on several facets of bureaucratization—managerial intensity, the proliferation of specialized managerial and administrative roles, and formalization of employment relations. Analyzing information on a sample of technology start-ups in California\u27s Silicon Valley, we characterize the organizational models or blueprints espoused by founders in creating new enterprises. We find that those models and the social composition of the labor force at the time of founding had enduring effects on growth in managerial intensity (i.e., reliance on managerial and administrative specialists) over time. Our analyses thus provide compelling evidence of path dependence in the evolution of bureaucracy—even in a context in which firms face intense selection pressures—and underscore the importance of the logics of organizing that founders bring to new enterprises. We find less evidence that founding models exert persistent effects on the formalization of employment relations or on the proliferation of specialized senior management titles. Rather, consistent with neo-institutional perspectives on organizations, those superficial facets of bureaucracy appear to be shaped by the need to satisfy external gatekeepers (venture capitalists and the constituents of public corporations), as well as by exigencies of organizational scale, growth, and aging. We discuss some implications of these results for efforts to understand the varieties, determinants, and consequences of bureaucracy

Inertia and Change in the Early Years: Employment Relations in Young, High Technology Firms

[Excerpt] This paper considers processes of organizational imprinting in a sample of 100 young, high technology companies. It examines the effects of a pair of initial conditions: the founders\u27 models of the employment relation and their business strategies. Our analyses indicate that these two features were well aligned when the firms were founded. However, the alignment has deteriorated over time, due to changes in the distribution of employment models. In particular, the \u27star\u27 model and \u27commitment\u27 model are less stable than the \u27engineering\u27 model and the \u27factory\u27 model. Despite their instability, these two blueprints for the employment relation have strong effects in shaping the early evolution of these firms. In particular, firms that embark with these models have significantly higher rates of replacing the founder chief executive with a non-founder as well as higher rates of completing an initial public stock offering. Some implications of these findings for future studies of imprinting and inertia in organizations are discussed

Determinants of Managerial Intensity in the Early Years of Organizations

This paper examines how founding conditions shape subsequent organizational evolution— specifically, the proliferation of management and administrative jobs. Analyzing quantitative and qualitative information on a sample of young technology start-ups in California’s Silicon Valley, we examine the enduring imprint of two aspects of firms’ founding conditions: the employment blueprints espoused by founders in creating new enterprises; and the social capital that existed among key early members of the firm—their social composition and social relations. We find that the initial gender mix in start-ups and the blueprint espoused by the founder influence the extent of managerial intensity that develops over time. In particular, firms whose founders espoused a bureaucratic model from the outset subsequently grew more administratively intense than otherwise-similar companies, particularly companies whose founders had initially championed a “commitment” model. Also, firms with a higher representation of women within the first year subsequently were slower to bureaucratize than otherwise-similar firms with a predominance of males. Our analyses thus provide compelling evidence of path-dependence in the evolution of organizational structures and underscore the importance of the “logics of organizing” that founders bring to new enterprises. Implications of these results for organizational theory and research are discussed

3D Radiative Transfer with PHOENIX

Using the methods of general relativity Lindquist derived the radiative transfer equation that is correct to all orders in v/c. Mihalas developed a method of solution for the important case of monotonic velocity fields with spherically symmetry. We have developed the generalized atmosphere code PHOENIX, which in 1-D has used the framework of Mihalas to solve the radiative transfer equation (RTE) in 1-D moving flows. We describe our recent work including 3-D radiation transfer in PHOENIX and particularly including moving flows exactly using a novel affine method. We briefly discuss quantitative spectroscopy in supernovae.Comment: 13 pages, 9 figures, to appear in Recent Directions in Astrophysical Quantitative Spectroscopy and Radiation Hydrodynamics, Ed. I. Hubeny, American Institute of Physics (2009

The Road Taken: Origins and Evolution of Employment Systems in Emerging Companies

[Excerpt] Drawing on a unique archive of qualitative and quantitative data describing 100 Bay Area high technology firms within their first decade, this paper examines the models of employment relations espoused by company founders and bow those models shaped the evolution of human resource management within their organizations. Information gleaned from interviews suggests that founders and others involved in designing and launching these companies had blueprints for the employment relation that varied along three key dimensions: the primary basis of employee attachment and motivation, the primary means for controlling and coordinating work, and the primary criterion emphasized in selection. Based on combinations of these three dimensions, firms in our sample cluster fall into one of four distinct types, which we label the star, factory, engineering, and commitment models. Multivariate statistical analyses document how the founder\u27s employment model shaped the subsequent adoption and timing of various human resource policies and documents over these companies\u27 early histories, as well as the speed with which the first full-time human resource manager was appointed The findings are strongly suggestive of complementarities and a tendency toward internal consistency among dimensions of human resource management, and of strong path dependence in the evolution of employment systems in organizations. Some implications of these findings for transactions cost perspectives on the employment relationship are discussed

Direct Analysis of the Broad-Line SN 2019ein: Connection with the Core-Normal SN 2011fe

Type Ia supernovae (SNe Ia) are important cosmological probes and contributors to galactic nucleosynthesis, particularly of the iron group elements. To improve both their reliability as cosmological probes and to understand galactic chemical evolution, it is vital to understand the binary progenitor system and explosion mechanism. The classification of SNe Ia into Branch groups has led to some understanding of the similarities and differences among the varieties of observed SNe Ia. However, partly due to small sample size, little work has been done on the broad-line or 02bo group. We perform direct spectral analysis on the pre-maximum spectra of the broad-line SN 2019ein and compare and contrast it to the core-normal SN~2011fe. Both SN 2019ein and SN 2011fe were first observed spectroscopically within two days of discovery, allowing us to follow the spectroscopic evolution of both supernovae in detail. We find that the optical depths of the primary features of both the CN and BL supernovae are very similar, except that there is a velocity shift between them. We further examine the SN 2002bo-like subclass and show that for nine objects with pre-maximum spectra in the range -6 -- -2 days with respect to B-maximum all the emission peaks of the Si II {\lambda}6355 line of BL are blueshifted pre-maximum, making this a simple classification criterion.Comment: 9 pages, 9 figures, accepted for publication in MNRA

Use of supplementary aggregates in mortars produced using a novel lime drying technique

Formulated Lime mortars suitable for long-term storage in silos or bags can be produced by adding quicklime to wet, as-received quarried sand. However, sands with high water content may require the addition of so much quicklime that would alter the mortar proportioning. This work investigates the possibility to replace part of the lime-dried sand with dry crushed mixed glass cullet and calcium carbonate aggregate to allow greater control over mortar formulations. It is shown that the use of glass yields a similar or slightly weaker product, depending upon curing regime, than the control whilst calcium carbonate generates the strongest mortar

Designing a Scrubber for Maintenance

Under Round 4 of the U.S. Department of Energy`s (DOE) Clean Coal Technology program, New York State Electric & Gas Corporation (NYSEG), in partnership with Saarberg-Holter-Umwelttechnik (SHU), Consolidation Coal Company and Stebbins Engineering and Manufacturing Company, has retrofitted a formic acid enhanced forced oxidation wet limestone scrubber on Units I and 2 at the Milliken Steam Electric Station. Units I and 2 are 1950s vintage Combustion Engineering tangentially fired pulverized coal units, which are rated at nominal 150 MW each and operate in balanced draft mode. The Flue Gas Desulfurization (FGD) system for Unit 2 was placed into operation in January 1995 and the Unit I system in June 1995. The project incorporates several unique aspects: low pH operation; a ceramic tile-lined cocurrent/countercurrent, split module absorber; a wet stack supported on the roof of the FGD building; and closed loop, zero liquid discharge operation that produces commercial grade gypsum and calcium chloride brine. The project objectives include 98% SO{sub 2} removal efficiency while burning high sulfur coal, the production of marketable byproducts to minimize solid waste disposal, zero wastewater discharge, space-saving design, and minimization of maintenance requirements of a wet scrubber. The paper provides a brief overview of the project scrubber design relating to maintenance considerations. A discussion of the early results of the maintenance history is also provided. Repair techniques that have been developed and tested for ceramic tile lined modules are included. 1 fig

Measuring Empathizing and Systemizing with a Large US Sample

A large number of people completed one of two versions of the empathizing quotient (EQ) and systemizing quotient (SQ). One version had the negatively phrased items all re-worded. These re-worded items were answered more rapidly than the original items, and for the SQ produced a more reliable scale. Subjects gave self-assessments of empathizing and systemizing, and these were moderately correlated, r≈.6, with their respective quotients. Females had on average higher empathizing scores and males had on average higher systemizing scores. If a female-male pair was chosen at random, the female would have the higher empathizing score about two-thirds of the time, and the males would have the higher systemizing score about two-thirds of the time