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

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

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

A Machine Vision Algorithm Combining Adaptive Segmentation and Shape Analysis for Orange Fruit Detection

 Over the last several years there has been a renewed interest in the automation of harvesting of fruits and vegetables. The two major challenges in the automation of harvesting are the recognition of the fruit and its detachment from the tree. This paper deals with fruit recognition and it presents the development of a machine vision algorithm for the recognition of orange fruits. The algorithm consists of segmentation, region labeling, size filtering, perimeter extraction and perimeter-based detection. In the segmentation of the fruit, the orange was enhanced by using the red chromaticity coefficient which enabled adaptive segmentation under variable outdoor illumination. The algorithm also included detection of fruits which are in clusters by using shape analysis techniques. Evaluation of the algorithm included images taken inside the canopy (varying lighting condition) and on the canopy surface. Results showed that more than 90% of the fruits visually recognized in the images were detected in the 110 images tested with a false detection rate of 4%. The proposed segmentation was able to deal with varying lighting condition and the perimeter-based detection method proved to be effective in detecting fruits in clusters. The development of this algorithm with its capability of detecting fruits in varying lighting condition and occlusion would enhance the overall performance of robotic fruit harvesting

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

Conditional Allocation of Control Rights in Venture Capital Finance

When a young entrepreneurial firm matures, it is often necessary to replace the founding entrepreneur by a professional manager. This replacement decision can be affected by the private benefits of control enjoyed by the entrepreneur which gives rise to a conflict of interest between the entrepreneur and the venture capitalist. We show that a combination of convertible securities and contingent control rights can be used to resolve this conflict efficiently. This contractual arrangement is frequently observed in venture capital finance

Don't stand so close to me: Competitive pressures, proximity and inter-organizational collaboration

This paper investigates how geographical proximity moderates the nonmonotonic relation between niche overlap and the propensity of organizations to collaborate. The main prediction is that the strength of this relation is different for organizations with low versus high levels of geographical proximity. Proposed hypotheses are tested by using data collected within a community of hospital organizations serving more than five million residents in one of the largest Italian geographical regions. After controlling for internal resource complementarities and differences in organizational forms, behavioural orientations and institutional constraints among hospitals, this paper finds strong empirical support to the research hypotheses

Leg Muscle Mass and Foot Symptoms, Structure, and Function: The Johnston County Osteoarthritis Project

Loss of muscle mass occurs with aging and in lower limbs it may be accelerated by foot problems. In this cross-sectional analysis, we evaluated the relationship of leg muscle mass to foot symptoms (presence or absence of pain, aching, or stiffness), structure while standing (high arch or low arch), and function while walking (pronated or supinated) in a community-based study of Caucasian and African American men and women who were 50–95 years old

The Influence of Diabetic Foot Gymnastic to Body Balance in Elderly Diabetes Mellitus Patients in Gatoel Mojokerto Hospital Diabetic Club

Diabetes mellitus suffers from insulin deficiency which inhibited the transfer of glucose to cells in body tissues that cause starvation cells an in the increase in glucose in the blood that leads to muscle weakness thus disrupt the body’s balance and increase the risk of falling. Diabetic foot exercises aim to improved blood circulation in the feet of people with diabetes mellitus, so that nutrient smoothly to the network. The purpose of this study to determine the effect of diabetic foot gymnastics on body balance elderly people with diabetes mellitus in Diabetic Club Gatoel Hospital Mojokerto in the 27 February – 25 March 2017. This research used a Quasy Experimental method with Pretest-Posttest with Control Group Design. The sampling technique used Simple Random Sampling with the sample of 17 respondents for the control group and 17 respondents for the intervention group. Wilcoxon Signed Rank Test obtained p-value 0,000 < 0,05 concluded that there is an influence of diabetic foot exercises on body balance in elderly people with diabetes mellitus in Diabetic Club Gatoel Hospital Mojokerto. The study recommended that elderly people with diabetes mellitus is expected to take advantage of diabetic foot exercises as an effort to improve the balance of the body to reduce the incidence of fall