Growing Thanks to Whom? The Impact of Staff on Demand on Organizational Growth Dynamics: Evidence from Sweden.

Young fast-growing companies operating in the digital economy represent a tendency which has, so far, been little explored by academic literature that has, until now, not been able to form a systematic approach to this topic. Among the many factors that can help to explain their rapid evolutionary dynamics, some researchers (Ismail, 2013; Burke, 2015) underline the so-called use of Staff on Demand, that is to say freelance workers. In other words, freelance personnel. One usually thinks that not having stable relationships with the companies for which they work, contractors can help to streamline organizational processes and therefore favour faster growth. By means of a multiple case study, this paper will show that, contrary to belief, Staff on Demand represents an important but not crucial presence for fast-growing companies. The case study was carried out on a number of recently formed Swedish companies. The collection of data and the interviews with their founders, CEOs and HR Officers, clearly show that the most important role is still played by full time employees and that the presence of Staff on Demand does not affect in any substantial way the growth of a company or of Human Resource management

Exponential atlases: a metaphysical approach to the organizational rapid growth.

According to Greek mythology, Atlas held up the sky on his shoulders. Nowadays, the term atlas refers to “a book of maps or charts” (1). In this paper, the term is used in both senses. On the one hand, the purpose is to understand the conditions favoring – hold up – the birth and the evolution of exponential organizations. On the other hand, the goal is to draw a concept map that allows us to identify the interactional dynamics among the actors involved in this evaluative process. In other words, first I'll try to know who “holds up the sky” (static interpretation), and then we will see who “lives in it” (moving interpretation). The idea is that disruptive innovation mediates the relationship between environmental/organizational features (conditions) and exponential growth (phenomenon). So far, little consideration has been given to the favorable conditions that can allow organizations to become exponential. This paper aims to pave the way for future systematized research on the ExO’s genesis and development

L’età dell’indulgenza digitale. Lo smart working alla sfida della digital sobriety.

L’emergenza legata alla diffusione del Covid-19 ha stimolato massicciamente il ricorso allo smart working. Questo, nella retorica che va prendendo forma, è pressoché unanimemente descritto come il lavoro del futuro, grazie al quale si potrà realizzare un armonico equilibrio tra le esigenze di riassetto occupazionale e le istanze proprie di una crescita sostenibile. In questo quadro, se da un lato i benefici derivanti della digitalizzazione dei processi di lavoro sono opportunamente enfatizzati, dall’altra parte i pesanti impatti che le soluzioni ICT generano sull’ambiente non vengono presi minimamente in considerazione. Questa omissione rende l’emergente retorica sullo smart working non solo incompleta, ma anche potenzialmente fuorviante. Il presente contributo intende riportare l’attenzione sul tema della “sobrietà digitale”, la quale, se opportunamente considerata, potrà fornire indicazioni utili a orientare la flessibilità lavorativa verso una sostenibilità finalmente autentica

Digitalies. Opportunità e insidie della digitalizzazione nei nuovi scenari organizzativi.

Il Covid ha stravolto le nostre abitudini lavorative e, nel futuro che ci attende, la digitalizzazione si candida ad essere la “nuova normalità”. Proprio per questo, il ruolo delle organizzazioni nella società non è mai stato così in bilico tra utopia e distopia. Perché digitalizzare non significa necessariamente essere sostenibili

Tempo, lavoro e regolazione: verso il processo d'azione a più livelli

International audienceVorremmo riprendere come filo conduttore il perimetro dell’azione, e scegliere il punto di vista di un suo ampliamento ai fini dell’analisi. Questa prospettiva vorrebbe giovarsi di altri autori, che permettono di pensare l’azione come un processo che si sviluppa attraverso scalarità e livelli, come Jean-Daniel Reynaud (1997; 1999) (teoria della regolazione sociale, TRS) e Gilbert de Terssac (2011) (teoria del lavoro d’organizzazione, TTO). L’obiettivo è continuare la riflessione proposta da Bruno Maggi (2011a) (teoria dell’agire organizzativo, TAO), seguendo Max Weber sull’azione in quanto mette a fuoco il processo d’azione e non il risultato. Uno degli ostacoli di questo passaggio dall’azione all’agire riguarda la chiusura dell’analisi su livelli particolari. Secondo il punto di vista che vorremmo sviluppare, la specializzazione su un livello d’azione – come ad esempio la situazione di lavoro per la negoziazione collettiva d’impresa – non dovrebbe impedire di guardare altri livelli che permettono di comprendere il processo d’azione

Sostenibilità, imprese, lavoro. Una riflessione critica

In recent years, sustainability has become a very relevant issue in many areas of human experience and activity. Calls for radical transformations aimed at coping with sustainability constraints originated from a variety of realms and institutions, including academia, media, political actors, business companies and others. Despite the pervasiveness of such discourse, questions such as what is the actual meaning of sustainability, and how it can be promoted, are still unresolved. This ebook proposes a critical reflection through contributions from different disciplinary perspectives (economics, organization theory, psychology, labor law), addressing sustainability's difficulties, contradictions, and paradoxes. The goal is to help developing a better understanding of the complexity of this theme, while avoiding the risk of reducing sustainability to a mere slogan when, instead, it could become a concrete lever for change

Determinación de las concentraciones adecuadas de 2,4-D y 6-BAP para la inducción de callos morfogénicos de boniato

Tubers from Inivit B 90-1 and Yabú-8, cultivars were put in the laboratories into water bottle and we chose explants of limbs from sprout. Explants were disinfected with Sodium Hypoclorite (Na OCl) with active chlorine (1%) and they were put into Murashige and Skoog culture medium under different concentrations of 2,4-D independent and combined with 6-BAP in the culture medium. Crops were put on the energy illumination. The best results in four weeks at the morfogenic callus induction were obtained with the concentrations of 2,4-D (0.1 mg.l-1) and 2,4-D (0.1 mg.l-1) combined with BAP (0.2 mg.l-1) in the culture medium.Key words: clon, explants, Ipomoea, tubersRaíces tuberosas de los clones Inivit B 90-1 y Yabú-8, fueron trasladadas al laboratorio y colocadas en frascos con agua; seleccionando de los brotes emitidos explantes de limbos foliares. Los mismos fueron desinfectados con Hipoclorito de Sodio (Na OCl) al 1% y sembrados en el medio de cultivo de Murashige y Skoog que contenía diferentes concentraciones de 2,4-D independiente en el medio de cultivo y combinado con 6-BAP. Los cultivos fueron incubados en condiciones de luz solar y evaluados a las cuatro semanas. Los mejores resultados en la inducción de callos morfogénicos con características de color crema amarillentos, nodulares y friables; se obtuvieron con las concentraciones de 2,4-D (0.1 mg.l-1) independiente y 2,4-D (0.1 mg.l-1) combinado con 6-BAP (0.2 mg.l-1) en el medio de cultivo.Palabras clave: clon, explantes, Ipomoea, tubérculo

Humans, resources, or what else?

The literature on human resource management shows growing attention to the “personal” dimension of the subject-organization relationship, while the subjectivist contributions do not disregard the discussion on managerial implications. This ebook proposes a reflection on this apparent convergence. It discusses the internal criticism arising from the mainstream literature and the criticism originating from different disciplinary perspectives (organization, sociology of science, psychology of work, and labor law). Alternatives to the idea of human resources are proposed through the reflection on the goals of the processes of actions and decisions, the ontological reflection on the idea of man, and the epistemological reflection on the choices that allow overcoming the objectivism/subjectivism antinomy