The physical work environment that supports knowledge workers in the performance of their work contributes toward an organization’s success. In order to design a supportive workspace, the projects design team must develop a unified project problem definition that leads to a design solution responsive to worker needs. This paper reports on a qualitative study of nine workspace design projects for knowledge work organizations based on interviews conducted with the design and facilities professionals, and respective managers and workers. The findings point toward a divergence of perception, relevance and influence among these key actors resulting in negative assessment of their individual contributions toward the design of a successful workspace outcome. This negative relational state precludes the formation of a unified project problem definition for the entire team. While a coherence of the design objective is present on an individual level; on a team level, a precursor of shared vision and values, and a common vernacular appears to be lacking in order to achieve an assimilation of the individual coherence states.
{"title":"Knowledge Workspace Design Problem Definition: Assimilative Coherence Effects on Project Outcomes","authors":"Branka V. Olson","doi":"10.2139/ssrn.2866963","DOIUrl":"https://doi.org/10.2139/ssrn.2866963","url":null,"abstract":"The physical work environment that supports knowledge workers in the performance of their work contributes toward an organization’s success. In order to design a supportive workspace, the projects design team must develop a unified project problem definition that leads to a design solution responsive to worker needs. This paper reports on a qualitative study of nine workspace design projects for knowledge work organizations based on interviews conducted with the design and facilities professionals, and respective managers and workers. The findings point toward a divergence of perception, relevance and influence among these key actors resulting in negative assessment of their individual contributions toward the design of a successful workspace outcome. This negative relational state precludes the formation of a unified project problem definition for the entire team. While a coherence of the design objective is present on an individual level; on a team level, a precursor of shared vision and values, and a common vernacular appears to be lacking in order to achieve an assimilation of the individual coherence states.","PeriodicalId":293059,"journal":{"name":"The Sixth International Conference on Engaged Management Scholarship (Archive)","volume":"97 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-09-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125364006","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Small to medium sized firms are an important yet remain an understudied context of business in the US. Most research on smaller firms centers on the entrepreneurial aspects of such firms and ignore other possible explanation for small firm success. Organizational culture has been shown in separate studies to positively impact firm outcomes but the combination of entrepreneurial orientation (EO) and firm culture has rarely been tested. We conducted an inquiry into the effects of both EO and cultural attributes on small firms by surveying 220 individuals working in small firms in a variety of capacities. What we confirmed was that EO does play a role; however organizational learning has significant explanatory power as to why firms innovate even when EO is absent and combined with cultural attributes of play and empowerment increase the predictive power of small firm innovation when EO is present. This contributes to the literature in extending small firm inquiry beyond EO and linking it with firm culture and conveys the message for practitioners that small firms need not be entrepreneurial in order to innovate provided they inspire organizational culture building such as playfulness, empowerment, and learning.
{"title":"Do Organizational Culture Attributes Matter? For Small to Medium Sized Enterprises It Enhances or Acts in Place of Entrepreneurial Orientation","authors":"D. Chambers","doi":"10.2139/ssrn.2866867","DOIUrl":"https://doi.org/10.2139/ssrn.2866867","url":null,"abstract":"Small to medium sized firms are an important yet remain an understudied context of business in the US. Most research on smaller firms centers on the entrepreneurial aspects of such firms and ignore other possible explanation for small firm success. Organizational culture has been shown in separate studies to positively impact firm outcomes but the combination of entrepreneurial orientation (EO) and firm culture has rarely been tested. We conducted an inquiry into the effects of both EO and cultural attributes on small firms by surveying 220 individuals working in small firms in a variety of capacities. What we confirmed was that EO does play a role; however organizational learning has significant explanatory power as to why firms innovate even when EO is absent and combined with cultural attributes of play and empowerment increase the predictive power of small firm innovation when EO is present. This contributes to the literature in extending small firm inquiry beyond EO and linking it with firm culture and conveys the message for practitioners that small firms need not be entrepreneurial in order to innovate provided they inspire organizational culture building such as playfulness, empowerment, and learning.","PeriodicalId":293059,"journal":{"name":"The Sixth International Conference on Engaged Management Scholarship (Archive)","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-09-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131355846","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The value paradigm in healthcare emphasises on financial rewarding of higher quality of care at lower cost. We evaluated the financial and quality performance of all 52 Flemish (Belgium) non-university, general hospitals using 2 publicly available databases. The financial situation of many Flemish hospitals is precarious. In the observation period 2012-14, one in four hospitals had a negative profit and half of the hospitals had a net profit of less than 1 million euro. Average profitability of all hospitals was 0.9% (SD 1.4%). Measured and published quality of care in Flemish general hospitals is highly variable and ranges from ‘fairly poor’ to ‘rather well’. Accredited and larger hospitals demonstrate a higher level of measured quality performance than others. No correlation could be found between financial performance or investments and the delivery of measured quality of care. We conclude that, to date, financial and quality performance don’t go hand-in-hand in Flemish non-university hospitals. Quality of care is currently no guarantee for financial health and vice versa. Policy implication: implementing a value-driven financing model will remain a major challenge for Flemish hospitals. Longitudinal follow-up is however desirable to determine a possible gap period between quality of care improvement (patient value) and hospital financial reward.
{"title":"Financial and Measured Quality Performance Currently Don't Go Hand-in-Hand in Flemish Non-University Hospitals","authors":"W. Jacobs, G. Scheipers","doi":"10.2139/ssrn.2869651","DOIUrl":"https://doi.org/10.2139/ssrn.2869651","url":null,"abstract":"The value paradigm in healthcare emphasises on financial rewarding of higher quality of care at lower cost. We evaluated the financial and quality performance of all 52 Flemish (Belgium) non-university, general hospitals using 2 publicly available databases. The financial situation of many Flemish hospitals is precarious. In the observation period 2012-14, one in four hospitals had a negative profit and half of the hospitals had a net profit of less than 1 million euro. Average profitability of all hospitals was 0.9% (SD 1.4%). Measured and published quality of care in Flemish general hospitals is highly variable and ranges from ‘fairly poor’ to ‘rather well’. Accredited and larger hospitals demonstrate a higher level of measured quality performance than others. No correlation could be found between financial performance or investments and the delivery of measured quality of care. We conclude that, to date, financial and quality performance don’t go hand-in-hand in Flemish non-university hospitals. Quality of care is currently no guarantee for financial health and vice versa. Policy implication: implementing a value-driven financing model will remain a major challenge for Flemish hospitals. Longitudinal follow-up is however desirable to determine a possible gap period between quality of care improvement (patient value) and hospital financial reward.","PeriodicalId":293059,"journal":{"name":"The Sixth International Conference on Engaged Management Scholarship (Archive)","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-09-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126719504","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Modern business media follows the changing face of business due to technology and globalization, community, and technology. The workforce is evolving, and polymathic-minded employees are setting the pace. A different employee psychographic, the Flux Agent, has emerged. They are a coterie of those who adapt easily to the changing business landscape and thrive. However, supporting those observations in academic literature is difficult due to the compartmentalized characteristics of scholastic conceptions. In this combined empirical and theoretical study, both strong ties and weak ties and social media were used to acquire diverse people (n=504, ages 18-81, 86% US nationals/14% non-US, all incomes, 56% female/44% male) to answer Likert-scale survey questions in areas measuring multiple academic theories and concepts. Results showed that there is justification for a categorization of Flux Agents based on a typology of statistically significant attributes of Boundaryless Career Attitudes, Intrinsic Motivation, and Growth Mindset. Additionally, when personality traits are tested without other attributes, Extraversion and Openness to New Experiences are significant components. These results supported the proposal that Flux Agents can be psychographically identified by their composite career attitudes towards their life’s work.
{"title":"Flux Agents a New Psychographic Categorization of Contemporary Businesspeople","authors":"B. Miller","doi":"10.2139/ssrn.2866897","DOIUrl":"https://doi.org/10.2139/ssrn.2866897","url":null,"abstract":"Modern business media follows the changing face of business due to technology and globalization, community, and technology. The workforce is evolving, and polymathic-minded employees are setting the pace. A different employee psychographic, the Flux Agent, has emerged. They are a coterie of those who adapt easily to the changing business landscape and thrive. However, supporting those observations in academic literature is difficult due to the compartmentalized characteristics of scholastic conceptions. In this combined empirical and theoretical study, both strong ties and weak ties and social media were used to acquire diverse people (n=504, ages 18-81, 86% US nationals/14% non-US, all incomes, 56% female/44% male) to answer Likert-scale survey questions in areas measuring multiple academic theories and concepts. Results showed that there is justification for a categorization of Flux Agents based on a typology of statistically significant attributes of Boundaryless Career Attitudes, Intrinsic Motivation, and Growth Mindset. Additionally, when personality traits are tested without other attributes, Extraversion and Openness to New Experiences are significant components. These results supported the proposal that Flux Agents can be psychographically identified by their composite career attitudes towards their life’s work.","PeriodicalId":293059,"journal":{"name":"The Sixth International Conference on Engaged Management Scholarship (Archive)","volume":"25 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-09-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132601233","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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