Organizational Aspects of Business Model Innovation

DEFF Research Database (Denmark)

Sund, Kristian J.; Villarroel, Juan Andrei; Bogers, Marcel

2014-01-01

in their environment. Our empirical setting focuses on national postal operators in the European postal industry. Using an inductive case study we distinguish between two stages within business model innovation: namely, business model exploration and business model exploitation. Focusing on the former, our findings......Organizations are often challenged to find new ways of creating and capturing value to compete with new entrants and disruptive technologies. Several studies have addressed some of the organizational barriers that incumbents face when developing new business models, but our understanding...... of the organizational (re)design aspects inherent to business model innovation is still very incomplete. In this study, we investigate the organizational (re)design challenges for incumbent organizations in mature industries when they need to reinvent their business model in reaction to disruptive changes...

Organizational Aspects of Business Model Innovation

DEFF Research Database (Denmark)

Sund, Kristian; Bogers, Marcel; Villarroel, Juan Andrei

2014-01-01

Organizations are often challenged to find new ways of creating and capturing value to compete with new entrants and disruptive technologies. Several studies have addressed some of the organizational barriers that incumbents face when developing new business models, but our understanding...... of the organizational (re)design aspects inherent to business model innovation is still very incomplete. In this study, we investigate the organizational (re)design challenges for incumbent organizations in mature industries when they need to reinvent their business model in reaction to disruptive changes...... in their environment. Our empirical setting focuses on national postal operators in the European postal industry. Using an inductive case study we distinguish between two stages within business model innovation: namely, business model exploration and business model exploitation. Focusing on the former, our findings...

Relationship between Teacher Views on Levels of Organizational Support--Organizational Identification and Climate of Initiative

Science.gov (United States)

Nartgün, Senay Sezgin; Taskin, Sevgi

2017-01-01

This study aimed to identify secondary school teachers' views on levels of organizational support, organizational identification and climate of initiative and to determine whether there were any significant differences between these views based on teachers' demographic characteristics and whether there were significant differences between…

Deriving social relations among organizational units from process models

NARCIS (Netherlands)

Song, M.S.; Choi, I.; Kim, K.M.; Aalst, van der W.M.P.

2008-01-01

For companies to sustain competitive advantages, it is required to redesign and improve business processes continuously by monitoring and analyzing process enactment results. Furthermore, organizational structures must be redesigned according to the changes in business processes. However, there are

Accounting for future redesign to balance performance and development costs

International Nuclear Information System (INIS)

Villanueva, D.; Haftka, R.T.; Sankar, B.V.

2014-01-01

Most components undergo tests after they are designed and are redesigned if necessary. Tests help designers find unsafe and overly conservative designs, and redesign can restore safety or increase performance. In general, the expected changes to the performance and reliability of the design after the test and redesign are not considered. In this paper, we explore how modeling a future test and redesign provides a company an opportunity to balance development costs versus performance by simultaneously designing the design and the post-test redesign rules during the initial design stage. Due to regulations and tradition, safety margin and safety factor based design is a common practice in industry as opposed to probabilistic design. In this paper, we show that it is possible to continue to use safety margin based design, and employ probability solely to select safety margins and redesign criteria. In this study, we find the optimum safety margins and redesign criterion for an integrated thermal protection system. These are optimized in order to find a minimum mass design with minimal redesign costs. We observed that the optimum safety margin and redesign criterion call for an initially conservative design and use the redesign process to trim excess weight rather than restore safety. This would fit well with regulatory constraints, since regulations usually impose minimum safety margins. - Highlights: • Modeling future tests and redesign allows balancing performance and development cost. • We optimize safety margins and redesign criteria for desired balance. • We design with safety margins, with probabilistic optimization to decide the margins. • Redesign also allowed the trade-off of conservativeness and performance. • In our case it paid to be conservative initially but redesign for more

Across the divide: "Primary care departments working together to redesign care to achieve the Triple Aim".

Science.gov (United States)

Koslov, Steven; Trowbridge, Elizabeth; Kamnetz, Sandra; Kraft, Sally; Grossman, Jeffrey; Pandhi, Nancy

2016-09-01

Primary care is considered the foundation of an effective health care system. However, primary care departments at academic health centers have numerous challenges to overcome when trying to achieve the Triple Aim. As part of an organizational initiative to redesign primary care at a large academic health center, departments of internal medicine, general pediatrics and adolescent medicine, and family medicine worked together to comprehensively redesign primary care. This article describes the process of aligning these three primary care departments: defining panel size, developing a common primary care job description, redesigning the primary care compensation plan, redesigning the care model, and developing standardized staffing. Prior to the initiative, the rate of patient satisfaction was 85%, anticoagulation measurement 65%, pneumococcal vaccination 85%, breast cancer screening 79%, and colorectal cancer screening 69%. These rates all improved to 87%, 75%, 88%, 80%, and 80% respectively. Themes around key challenges to departmental integration are identified: (1) implementing effective communication strategies; (2) addressing specialty differences in primary care delivery; (3) working within resource limitations; and (4) developing long-term sustainability. Primary care in this large academic health center was transformed through developing a united primary care leadership team that bridged individual departments to create and adopt a common vision and solutions to shared problems. Our collaboration has achieved improvements across patient satisfaction, clinical safety metrics, and publicly-reported preventive care outcomes. The description of this experience may be useful for other academic health centers or other non-integrated delivery systems undertaking primary care practice transformation. Copyright © 2015 Elsevier Inc. All rights reserved.

Strategies for Aligning Physicians to System Redesign Goals at Eight Safety-Net Systems.

Science.gov (United States)

Zallman, Leah; Bearse, Adriana; Neal, Natasha; VanDeusen Lukas, Carol; Hacker, Karen

2014-12-01

Facing recent economic and regulatory pressures, safety-net systems (SNSs) are redesigning their organizations to improve care delivery, remain financially viable, and maintain competitive positions. Aligning physicians with redesign goals is a priority, particularly as many SNSs shift toward patient-centered, population health-focused models. No previous work has examined efforts to align physicians to safety net redesign efforts. This qualitative study, conducted at eight SNSs, examined challenges faced in a changing health care environment, as well as strategies and resources to address them. Strategies clustered in two categories: physician role definition and organizational infrastructure. Physician role definition strategies were (1) changing payment and employment arrangements, (2) changing clinical roles, (3) increasing physician involvement in quality improvement, and (4) strengthening physician leadership in clinical and quality roles. Organizational infrastructure strategies were (1) ensuring medical center leadership support and integration, (2) utilizing data to drive physician behavior, and (3) addressing competing allegiances with academia. All sites reported multifaceted approaches but differed in specific strategies employed, facilitators noted, and challenges encountered. The findings highlight the need to implement multiple strategies to align physicians in redesign efforts. They suggest that all health systems, whether SNSs or not, can capitalize on qualities of physicians and existing infrastructural and leadership elements to achieve physician alignment. However, they must contend with and address challenges of competing allegiance (for example, academic, physician organization, hospital), as well as resistance to changing clinical roles and payment structures.

Principles to guide sustainable implementation of extended-scope-of-practice physiotherapy workforce redesign initiatives in Australia: stakeholder perspectives, barriers, supports, and incentives

Directory of Open Access Journals (Sweden)

Morris J

2014-06-01

Full Text Available Joanne Morris,1 Karen Grimmer,2 Lisa Gilmore,1 Chandima Perera,3 Gordon Waddington,4 Greg Kyle,4 Bryan Ashman,5 Karen Murphy61The Physiotherapy Department, The Canberra Hospital, ACT Health, Canberra, ACT, Australia; 2International Centre for Allied Health Evidence, University of South Australia, Adelaide, SA, Australia; 3Department of Rheumatology, The Canberra Hospital, Canberra, ACT, Australia; 4The Faculty of Health, University of Canberra, Canberra, ACT, Australia; 5Department of Surgical Services, The Canberra Hospital, Canberra, ACT, Australia; 6Office of Allied Health Advisor, ACT Health, Canberra, ACT, AustraliaAbstract: Sustainable implementation of new workforce redesign initiatives requires strategies that minimize barriers and optimize supports. Such strategies could be provided by a set of guiding principles. A broad understanding of the concerns of all the key stakeholder groups is required before effective strategies and initiatives are developed. Many new workforce redesign initiatives are not underpinned by prior planning, and this threatens their uptake and sustainability. This study reports on a cross-sectional qualitative study that sought the perspectives of representatives of key stakeholders in a new workforce redesign initiative (extended-scope-of-practice physiotherapy in one Australian tertiary hospital. The key stakeholder groups were those that had been involved in some way in the development, management, training, funding, and/or delivery of the initiative. Data were collected using semistructured questions, answered individually by interview or in writing. Responses were themed collaboratively, using descriptive analysis. Key identified themes comprised: the importance of service marketing; proactively addressing barriers; using readily understood nomenclature; demonstrating service quality and safety, monitoring adverse events, measuring health and cost outcomes; legislative issues; registration; promoting viable

Designing Work, Family & Health Organizational Change Initiatives.

Science.gov (United States)

Kossek, Ellen Ernst; Hammer, Leslie B; Kelly, Erin L; Moen, Phyllis

2014-01-01

For decades, leaders and scholars have been advocating change efforts to improve work-life relationships. Yet most initiatives have lacked rigor and not been developed using scientific principles. This has created an evidence gap for employer support of work and personal life as a win-win for productivity and employees' well-being. This paper examines the approach used by the U.S. Work Family Health Network (WFRN) to develop an innovative workplace intervention to improve employee and family health. The change initiative was designed to reduce organizationally based work-family conflict in two contrasting contexts representative of major segments of today's U.S. workforce: health care employees and informational technology professionals. The WFRN Intervention (called STAR) had three theoretically based change elements. They were: 1) increase job control over work time and schedule; 2) increase supervisor social support for family and job effectiveness; and 3) improve organizational culture and job design processes to foster results orientation. Seven practical lessons for developing work-life interventions emerged from this groundbreaking endeavor.

A leadership challenge: staff nurse perceptions after an organizational TeamSTEPPS initiative.

Science.gov (United States)

Castner, Jessica; Foltz-Ramos, Kelly; Schwartz, Diane G; Ceravolo, Diane J

2012-10-01

The purpose of this study was to measure RNs' perceptions of teamwork skills and behaviors in their work environment during a multiphase multisite nursing organizational teamwork development initiative. Teamwork is essential for patient safety in healthcare organizations and nursing teams. Organizational development supporting effective teamwork should include a just culture, engaged leadership, and teamwork training. A cross-sectional survey study of bedside RNs was conducted in one 5-hospital healthcare system after a TeamSTEPPS teamwork training initiative. TeamSTEPPS teamwork training related to improved RN perceptions of leadership. Initiatives to align the perspectives and teamwork efforts of leaders and bedside nurses are indicated and should involve charge nurses in the design.

Fit Between Organization Design and Organizational Routines

Directory of Open Access Journals (Sweden)

Constance E. Helfat

2014-07-01

Full Text Available Despite decades of research on both organization design and organizational routines, little research has analyzed the relationship between them. Here we propose a normative theory in which the effectiveness of organization design and redesign depends on the characteristics of routines. The analysis shows which types of organization designs may be useful as well as which design changes may or may not succeed depending on (a the specificity of routines and (b the dynamic versus static purposes of organizational routines.

A theory of organizational readiness for change

Directory of Open Access Journals (Sweden)

Weiner Bryan J

2009-10-01

Full Text Available Abstract Background Change management experts have emphasized the importance of establishing organizational readiness for change and recommended various strategies for creating it. Although the advice seems reasonable, the scientific basis for it is limited. Unlike individual readiness for change, organizational readiness for change has not been subject to extensive theoretical development or empirical study. In this article, I conceptually define organizational readiness for change and develop a theory of its determinants and outcomes. I focus on the organizational level of analysis because many promising approaches to improving healthcare delivery entail collective behavior change in the form of systems redesign--that is, multiple, simultaneous changes in staffing, work flow, decision making, communication, and reward systems. Discussion Organizational readiness for change is a multi-level, multi-faceted construct. As an organization-level construct, readiness for change refers to organizational members' shared resolve to implement a change (change commitment and shared belief in their collective capability to do so (change efficacy. Organizational readiness for change varies as a function of how much organizational members value the change and how favorably they appraise three key determinants of implementation capability: task demands, resource availability, and situational factors. When organizational readiness for change is high, organizational members are more likely to initiate change, exert greater effort, exhibit greater persistence, and display more cooperative behavior. The result is more effective implementation. Summary The theory described in this article treats organizational readiness as a shared psychological state in which organizational members feel committed to implementing an organizational change and confident in their collective abilities to do so. This way of thinking about organizational readiness is best suited for

Advisory Committee on the Redesign of the Space Station

Science.gov (United States)

1993-06-01

The Space Station Program was initiated in 1984 to provide for permanent human presence in an orbiting laboratory. This program evolved into Space Station Freedom, later identified as a component to facilitate a return of astronauts to the Moon, followed by the exploration of Mars. In March 1993 the Clinton Administration directed NASA to undertake an intense effort to redesign the space station at a substantial cost savings relative to Space Station Freedom. The Advisory Committee on the Redesign of the Space Station was established in March 1993 to provide independent assessment of the advantages and disadvantages of the redesign options. The results of the Committee's work is described. Discussion describes the mission that the Administration has articulated for the Space Station Program and the scientific and technical characteristics that a redesigned station must possess to fulfill those objectives. A description of recommended management, operations, and acquisition strategies for the redesigned program is provided. The Committee's assessment of the redesign options against five criteria are presented. The five criteria are technical capabilities, research capabilities, schedule, cost, and risk. A discussion of general mission risk is included.

Initial Entry Training: Reducing First Term Attrition Through Effective Organizational Socialization

National Research Council Canada - National Science Library

Hayden, Thomas

2000-01-01

This paper examines Initial Entry Training (IET) from an organizational behavior perspective to identify if the Army's socialization experience can be enhanced to have a positive impact on first term attrition within the Army...

Growing organizational capacity through a systems approach: one health network's experience.

Science.gov (United States)

MacKenzie, Richard; Capuano, Terry; Durishin, Linda Drexinger; Stern, Glen; Burke, James B

2008-02-01

Hospitals are reporting unexpected surges in demand for services. Lehigh Valley Hospital challenged its clinical and administrative staff to increase capacity by at least 4% per year using an interdepartmental, systemwide initiative, Growing Organizational Capacity (GOC). Following a systemwide leadership retreat that yielded more than 1,000 ideas, the initiative's principal sponsor convened a cross-functional improvement team. During a two-year period, 17 projects were implemented. Using a complex systems approach, improvement ideas "emerged" from microsystems at the points of care. Through rigorous reporting and testing of process adaptations, need, data, and people drove innovation. Hundreds of multilevel clinical and administrative staff redesigned processes and roles to increase organizational capacity. Admissions rose by 6.1%, 5.5 %, 8.7%, 5.0%, and 3.8% in fiscal years 2003 through 2007, respectively. Process enhancements cost approximately $1 million, while increased revenues attributable to increased capacity totaled $2.5 million. Multiple, coordinated, and concurrent projects created a greater impact than that possible with a single project. GOC and its success, best explained in the context of complex adaptive systems and microsystem theories, are transferrable to throughput issues that challenge efficiency and effectiveness in other health care systems.

Creating Opportunities for Organizational Leadership (COOL): Creating a culture and curriculum that fosters psychiatric leadership development and quality improvement.

Science.gov (United States)

Dickey, Chandlee; Dismukes, Rodney; Topor, David

2014-06-01

The authors describe the Harvard South Shore Psychiatry Residency Training Program curriculum "Creating Opportunities for Organizational Leadership," an innovative, multitiered, resident-driven, outcome-focused set of experiences designed to develop residents' leadership skills in personal leadership, organizational leadership, negotiation, strategic thinking, and systems redesign.

Transformational Leadership and Organizational Change during Agile and DevOps Initiatives

Science.gov (United States)

Mayner, Stephen W.

2017-01-01

Organizational change initiatives are more likely to fail than to succeed, especially when the change challenges corporate culture and norms. Researchers have explored factors that contribute to change failure, to include the relationship between leadership behaviors and change success. Peer reviewed studies have yet to examine these variables in…

Feasibility study for the redesign of MDOT's pavement management systems software.

Science.gov (United States)

2011-04-01

In August of 2006 the Mississippi Department of Transportation (MDOT) initiated State Study No. 191, entitled Feasibility : Study for the Redesign of MDOTs Pavement Management System (PMS) Software. At the initiation of this study, the : Dep...

Developing an evaluation framework for clinical redesign programs: lessons learnt.

Science.gov (United States)

Samaranayake, Premaratne; Dadich, Ann; Fitzgerald, Anneke; Zeitz, Kathryn

2016-09-19

Purpose The purpose of this paper is to present lessons learnt through the development of an evaluation framework for a clinical redesign programme - the aim of which was to improve the patient journey through improved discharge practices within an Australian public hospital. Design/methodology/approach The development of the evaluation framework involved three stages - namely, the analysis of secondary data relating to the discharge planning pathway; the analysis of primary data including field-notes and interview transcripts on hospital processes; and the triangulation of these data sets to devise the framework. The evaluation framework ensured that resource use, process management, patient satisfaction, and staff well-being and productivity were each connected with measures, targets, and the aim of clinical redesign programme. Findings The application of business process management and a balanced scorecard enabled a different way of framing the evaluation, ensuring measurable outcomes were connected to inputs and outputs. Lessons learnt include: first, the importance of mixed-methods research to devise the framework and evaluate the redesigned processes; second, the need for appropriate tools and resources to adequately capture change across the different domains of the redesign programme; and third, the value of developing and applying an evaluative framework progressively. Research limitations/implications The evaluation framework is limited by its retrospective application to a clinical process redesign programme. Originality/value This research supports benchmarking with national and international practices in relation to best practice healthcare redesign processes. Additionally, it provides a theoretical contribution on evaluating health services improvement and redesign initiatives.

[Organizational and individual determinants of using initiatives conducive to successful work-life balance].

Science.gov (United States)

Andysz, Aleksandra; Najder, Anna; Merecz-Kot, Dorota

2014-01-01

Appropriate distribution of time and energy between work and personal life poses a challenge to many working people. Unfortunately, many professionally active people experience work-family conflict. In order to minimize it, employees are offered various solutions aimed at reconciling professional and private spheres (work-life balance (WLB) initiatives). The authors attempt to answer what makes employees use WLB initiatives and what influences the decision to reject the available options. The review is based on the articles published after 2000, searched by Google Scholar and Web of Knowledge with use of the key words: work-life balance, work-family conflict, work-life balance initiatives, work-life balance initiatives use, use of WLB solutions. We focused on organizational and individual determinants of WLB initiatives use, such as organizational culture, stereotypes and values prevailing in the work environment that may result in stigmatization of workers - flexibility stigma. We discuss the reasons why supervisors and co-workers stigmatize their colleagues, and what are the consequences of experiencing such stigmatization. Among the individual determinants of WLB initiatives use, we have inter alia focused on the preference for integration vs. separation of the spheres of life. The presented material shows that social factors - cultural norms prevailing in a society, relationships in the workplace and individual factors, such as the level of self-control - are of equal importance for decisions of using WLB initiatives as their existence. Our conclusion is that little attention has been paid to the research on determinants of WLB initiatives use, especially to individual ones.

PROCEDIMIENTO GENERAL DE REDISEÑO ORGANIZACIONAL PARA MEJORAR EL ENFOQUE A PROCESOS / GENERAL PROCEDURE OF ORGANIZATIONAL REDESIGN TO IMPROVE THE PROCESS APPROACH

Directory of Open Access Journals (Sweden)

Daniel Alfonso-Robaina

2011-09-01

Full Text Available

Para mejorar el enfoque a procesos en el rediseño de la organización de la empresa, es necesaria la adecuación de 6 fases. En la propuesta se presentan las actividades de cada fase del Procedimiento de rediseño organizacional para mejorar el enfoque a procesos, así como sus entradas y salidas. El procedimiento propuesto en esta investigación es el resultado de la fusión de varios de los estudiados, teniendo como base el procedimiento de Rummler y Brache (1995 [1]. En la investigación fue útil la utilización de técnicas, entre las que se destacan: las entrevistas, la tormenta de ideas y la búsqueda bibliográfica; además del empleo de herramientas como: el Mapa de Procesos y el Modelo General de Organización. Con el uso de estas técnicas y herramientas se identificó como asunto crítico de negocio en la empresa Explomat, la insuficiente gestión integrada de los procesos, lo que debilita las posibilidades de la entidad para aprovechar las oportunidades que le brinda el entorno, poniendo en peligro el cumplimiento de su misión. Teniendo en cuenta el análisis del nivel de integración del sistema de dirección, a partir de las matrices de relaciones, se contribuyó a proyectar mejoras, confeccionando el debe “ser”.

Abstract

In order to improve the process approach relative to the organizational redesign, it is necessary the adaptation of 6 phases. In the proposal, the activities of each phase of the Procedure of organizational redesign to improve the process approach, as well as its inputs and outputs, are presented. The proposed procedure in this investigation is the result of the merger of several of those studied, taking as a starting point the procedure of Rummler and Brache (1995 [1]. In this investigation it was useful the use of techniques, such as the interviews, the brainstorm and bibliographical search; besides the employment of tools like the Processes Map and the General Model of

Process design and redesign

NARCIS (Netherlands)

Reijers, H.A.; Dumas, M.; Aalst, van der W.M.P.; Hofstede, ter A.H.M.

2005-01-01

This chapter aims to provide concrete guidance in redesigning business processes. Two alternative methods are described, both of them suitable to boost business performance. The first one is based on a collection of best practices, as applied in various redesign projects. These best practices all

Planning an organizational wellness initiative at a multi-state social service agency.

Science.gov (United States)

Miller, J Jay; Grise-Owens, Erlene; Addison, Donia; Marshall, Midaya; Trabue, Donna; Escobar-Ratliff, Laura

2016-06-01

Increasingly, organizations in general, and social service organizations, specifically, are recognizing the importance of planning and evaluating organizational wellness initiatives. Yet, few participatory models for carrying out these aims exist. For this study, researchers utilized concept mapping (CM) to explicate a conceptual framework for planning, and subsequently evaluating, a wellness initiative at a multi-state social service organization. CM is a participatory approach that analyzes qualitative data via multi-dimensional scaling and hierarchical cluster analyses. Outputs include a number of visual depictions that allow researchers to explore complex relationships among sets of the data. Results from this study indicated that participants (N=64), all of whom were employees of the agency, conceptualized organizational wellness via an eight-cluster solution, or Concept Map. Priority areas of this framework, specifically importance and feasibility, were also explored. After a brief review of pertinent literature, this article explicates the CM methodology utilized in this study, describes results, discusses lessons learned, and identifies apt areas for future research. Copyright © 2016 Elsevier Ltd. All rights reserved.

10 CFR 501.67 - Petition redesignations.

Science.gov (United States)

2010-01-01

... 10 Energy 4 2010-01-01 2010-01-01 false Petition redesignations. 501.67 Section 501.67 Energy... Certifications § 501.67 Petition redesignations. OFE, with the petitioner's approval, will redesignate an exemption petition if the petitioner qualifies for an exemption other than the one originally requested...

Organizational and individual determinants of using initiatives conducive to successful work-life balance

Directory of Open Access Journals (Sweden)

Aleksandra Andysz

2014-02-01

Full Text Available Appropriate distribution of time and energy between work and personal life poses a challenge to many working people. Unfortunately, many professionally active people experience work-family conflict. In order to minimize it, employees are offered various solutions aimed at reconciling professional and private spheres (work-life balance (WLB initiatives. The authors attempt to answer what makes employees use WLB initiatives and what influences the decision to reject the available options. The review is based on the articles published after 2000, searched by Google Scholar and Web of Knowledge with use of the key words: work-life balance, work-family conflict, work-life balance initiatives, work-life balance initiatives use, use of WLB solutions. We focused on organizational and individual determinants of WLB initiatives use, such as organizational culture, stereotypes and values prevailing in the work environment that may result in stigmatization of workers - flexibility stigma. We discuss the reasons why supervisors and co-workers stigmatize their colleagues, and what are the consequences of experiencing such stigmatization. Among the individual determinants of WLB initiatives use, we have inter alia focused on the preference for integration vs. separation of the spheres of life. The presented material shows that social factors - cultural norms prevailing in a society, relationships in the workplace and individual factors, such as the level of self-control - are of equal importance for decisions of using WLB initiatives as their existence. Our conclusion is that little attention has been paid to the research on determinants of WLB initiatives use, especially to individual ones. Med Pr 2014;65(1:119–129

Motivation Enhancement Through Work Redesign.

Science.gov (United States)

Oldham, Greg R., Kulik, Carol T.

1983-01-01

The possibility of redesigning the work experiences of faculty members in an effort to enhance their motivation, productivity, and personal and work satisfactions is examined. One approach to work redesign, job characteristics theory, is described. Several strategies are discussed. (Author/MLW)

Making housing first happen: organizational leadership in VA's expansion of permanent supportive housing.

Science.gov (United States)

Kertesz, Stefan G; Austin, Erika Laine; Holmes, Sally K; Pollio, David E; Schumacher, Joseph E; White, Bert; Lukas, Carol VanDeusen

2014-12-01

While most organizational literature has focused on initiatives that transpire inside the hospital walls, the redesign of American health care increasingly asks that health care institutions address matters outside their walls, targeting the health of populations. The US Department of Veterans Affairs (VA)'s national effort to end Veteran homelessness represents an externally focused organizational endeavor. Our aim was to evaluate the role of organizational practices in the implementation of Housing First (HF), an evidence-based homeless intervention for chronically homeless individuals. This was an interview-based comparative case study conducted across eight VA Medical Centers (VAMCs). Front line staff, mid-level managers, and senior leaders at VA Medical Centers were interviewed between February and December 2012. Using a structured narrative and numeric scoring, we assessed the correlation between successful HF implementation and organizational practices devised according to the organizational transformation model (OTM). Scoring results suggested a strong association between HF implementation and OTM practice. Strong impetus to house Veterans came from national leadership, reinforced by Medical Center directors closely tracking results. More effective Medical Center leaders differentiated themselves by joining front-line staff in the work (at public events and in process improvement exercises), by elevating homeless-knowledgeable persons into senior leadership, and by exerting themselves to resolve logistic challenges. Vertical alignment and horizontal integration advanced at sites that fostered work groups cutting across service lines and hierarchical levels. By contrast, weak alignment from top to bottom typically also hindered cooperation across departments. Staff commitment to ending homelessness was high, though sustainability planning was limited in this baseline year of observation. Key organizational practices correlated with more successful

Models of Change, Organizational Redesign, and the Adoption of Web Technologies

DEFF Research Database (Denmark)

Nielsen, Jørn Flohr

2006-01-01

actual processes and outcomes, including how organizational change emerges and develop in adapting to Internet technology based on characteristics of organizations at different stages of Internet adoption. They may also help to explain the apparently small impact of participation. In a practical...... change processes. This chapter attempts to close this gap by illustrating how recent developments in change theory may be useful in understanding the actual adoption and implementation of emergent Internet technologies. Empirically, the paper draws on two surveys of Internet-technology adoption by Nordic...

Organizational Initiatives for Promoting Employee Work-Life Reconciliation Over the Life Course. A Systematic Review of Intervention Studies

Directory of Open Access Journals (Sweden)

Annina Ropponen

2016-10-01

Full Text Available This review aimed to explore the initiatives, interventions, and experiments implemented by employing organizations and designed to support the work-life reconciliation at workplaces, and the effects of these actions on employees’ well-being at work. A systematic literature review was conducted on the basis of a search in PsycInfo, ERIC, and the ISI Web of Science database of Social Sciences between January 2000 and May 2015. Those studies were included in which either organizational or individual-level initiatives, interventions, or experiments were implemented by employers at workplaces in order to promote the work-life reconciliation of their employees. Work-life reconciliation was considered to encompass all life domains and all career stages from early to the end of working career. The content analysis of 11 studies showed that effective employer actions focused on working time, care arrangements, and training for supervisors and employees. Flexibility, in terms of both working time and other arrangements provided for employees, and support from supervisors decreased work-family conflict, improved physical health and job satisfaction, and also reduced the number of absence days and turnover intentions. Overall, very few intervention studies exist investigating the effects of employer-induced work-life initiatives. One should particularly note the conditions under which interventions are most successful, since many contextual and individual-level factors influence the effects of organizational initiatives on employee and organizational outcomes.

A case study: Integrated work environment and organizational change

Energy Technology Data Exchange (ETDEWEB)

Heubach, J.G.; Montgomery, J.C.; Weimer, W.C. [Pacific Northwest Lab., Richland, WA (United States); Heerwagen, J.H. [Battelle Seattle Research Center, WA (United States)

1995-02-01

The failure to integrate environmental and organizational interventions may help explain the lack of success of many change efforts. The high rate of failure for change efforts (50% to 90% failure rates) has been noted by many writers. While specific causes of failure are diverse, a common theme has been failure to consider the organization as a system. That is, either significant aspects of the organization were ignored during the intervention or potential impacts of changes on the elements were overlooked or underestimated. Our own training, technical literature, and professional culture lead us to limited understandings of complex organizations. Change agents must consider all relevant components of organizational performance if interventions are to be meaningful and successful. This study demonstrated the value of an integrated organizational intervention involving redesign of the physical environment, introduction of a new information system, work process improvement, and extended organizational development intervention. The outcomes were extremely positive. The cost of improvement efforts was found to be recaptured within a short time, easily justifying the expenditures. One conclusion from the study is that integrated interventions are very powerful. Integrating improvement of the physical environment with organizational development and technological innovation greatly enhances the likelihood of achieving a successful intervention.

Organizational Analysis and Career Projections Based on a Level-of-Responsibility/Equitable Payment Model. Technical Report.

Science.gov (United States)

Laner, Stephen; And Others

Following an explanation of the Level of Responsibility/Equitable Pay Function, its applicability is demonstrated to the analysis and to the design and redesign of organizational hierarchies. It is shown how certain common dysfuntional anomalies can be avoided by structuring an organization along the principles outlined. A technique is then…

Organizational Health Index and Organizational Agility Maturity Criteria as Measurement Tools of Organizational Transformation Effectiveness

Directory of Open Access Journals (Sweden)

Swasti Sri Harjanti

2017-04-01

Full Text Available Abstract. As a response to negative growth in the mobile legacy projection - which supports 50% of Telkom revenue, and a positive high growth projection in the ICT and digital business revenue, Telkom decides to shift the business to digital. To be a successful digital company, Telkom has created strategic initiatives, including organizational transformation adopting Customer Facing Unit (CFU concept that has been done for several months but there still no evaluation method for the success. This paper purpose is to evaluate the implementation of one human capital management strategic initiatives - CFU transformation implementation success, through Organizational Health Index and Organizational Agility Maturity model and formulate a recommendation for Telkom to create a more healthy and agile organization. This research using 11 synthetized dimension of Organization Health Index and Organizational Agility Maturity Model method as tools. Questionnaire consist of 53 practices that represented by 55 questions that asks about respondents extent to which they agree (satisfaction and whether it meet respondents expectation. Survey result shows that Telkom already in a healthy condition and agile as an organization. This result concluded that by methods used in this research, the transformation could be stated as a success. However, according to the result, maintain and improvement of current health and agility still needed, especially improvement regarding innovation and learning. Keywords:Organization, organizational agility, organizational health index, telecommunication, transformation

Effective healthcare process redesign through an interdisciplinary team approach.

Science.gov (United States)

Snyder, Rita; Huynh, Nathan; Cai, Bo; Vidal, José; Bennett, Kevin

2013-01-01

Healthcare process redesign is a complex and often high risk undertaking. Typically, there is a limited understanding of the baseline process and often inadequate tools by which to assess it. This can be confounded by narrow redesign team expertise that can result in unanticipated and/or unintended redesign consequences. Interdisciplinary research teams of healthcare, biostatistics, engineering and computer science experts provide broad support for a more effective and safer approach to healthcare process redesign. We describe an interdisciplinary research team focused on medication administration process (MAP)redesign and its achievements and challenges.

[Proposing a physiological model for Emergency Department. Operating principles, classification of overcrowding and guidelines for redesign].

Science.gov (United States)

Herrera Carranza, M; Aguado Correa, F; Padilla Garrido, N; López Camacho, F

2017-04-30

The operation of Emergency Departments (ED) is determined by demand, their own organizational structures and the connection to other medical care levels. When these elements are not simultaneous, it hinders patient flow and decreases capacity, making it necessary to employ a systemic approach to the chain of emergency care as a single operational entity. With this theoretical orientation, we suggest a conceptual model similar to the physiological cardiac output, in which the preload is the demand, the contractile or flow pump is the organizational structure, the afterload is the hospital, the pre-ED valve is primary care and outpatient emergencies, and the post-ED valve is the diagnostic support services and the specialist consultants. Based on this theoretical approach we classify the different types of ED overcrowding and systematise its causes and the different waiting lists that it generates, which can help to redesign the service and avoid its saturation.

Implementing a Redesign Strategy: Lessons from Educational Change.

Science.gov (United States)

Basom, Richard E., Jr.; Crandall, David P.

The effective implementation of school redesign, based on a social systems approach, is discussed in this paper. A basic assumption is that the interdependence of system elements has implications for a complex change process. Seven barriers to redesign and five critical issues for successful redesign strategy are presented. Seven linear steps for…

Development of redesign method of production system based on QFD

Science.gov (United States)

Kondoh, Shinsuke; Umeda, Yasusi; Togawa, Hisashi

In order to catch up with rapidly changing market environment, rapid and flexible redesign of production system is quite important. For effective and rapid redesign of production system, a redesign support system is eagerly needed. To this end, this paper proposes a redesign method of production system based on Quality Function Deployment (QFD). This method represents a designer's intention in the form of QFD, collects experts' knowledge as “Production Method (PM) modules,” and formulates redesign guidelines as seven redesign operations so as to support a designer to find out improvement ideas in a systematical manner. This paper also illustrates a redesign support tool of a production system we have developed based on this method, and demonstrates its feasibility with a practical example of a production system of a contact probe. A result from this example shows that comparable cost reduction to those of veteran designers can be achieved by a novice designer. From this result, we conclude our redesign method is effective and feasible for supporting redesign of a production system.

Organizational culture, team climate and diabetes care in small office-based practices.

Science.gov (United States)

Bosch, Marije; Dijkstra, Rob; Wensing, Michel; van der Weijden, Trudy; Grol, Richard

2008-08-21

Redesigning care has been proposed as a lever for improving chronic illness care. Within primary care, diabetes care is the most widespread example of restructured integrated care. Our goal was to assess to what extent important aspects of restructured care such as multidisciplinary teamwork and different types of organizational culture are associated with high quality diabetes care in small office-based general practices. We conducted cross-sectional analyses of data from 83 health care professionals involved in diabetes care from 30 primary care practices in the Netherlands, with a total of 752 diabetes mellitus type II patients participating in an improvement study. We used self-reported measures of team climate (Team Climate Inventory) and organizational culture (Competing Values Framework), and measures of quality of diabetes care and clinical patient characteristics from medical records and self-report. We conducted multivariate analyses of the relationship between culture, climate and HbA1c, total cholesterol, systolic blood pressure and a sum score on process indicators for the quality of diabetes care, adjusting for potential patient- and practice level confounders and practice-level clustering. A strong group culture was negatively associated to the quality of diabetes care provided to patients (beta = -0.04; p = 0.04), whereas a more 'balanced culture' was positively associated to diabetes care quality (beta = 5.97; p = 0.03). No associations were found between organizational culture, team climate and clinical patient outcomes. Although some significant associations were found between high quality diabetes care in general practice and different organizational cultures, relations were rather marginal. Variation in clinical patient outcomes could not be attributed to organizational culture or teamwork. This study therefore contributes to the discussion about the legitimacy of the widespread idea that aspects of redesigning care such as teamwork and culture

Organizational culture, team climate and diabetes care in small office-based practices

Directory of Open Access Journals (Sweden)

van der Weijden Trudy

2008-08-01

Full Text Available Abstract Background Redesigning care has been proposed as a lever for improving chronic illness care. Within primary care, diabetes care is the most widespread example of restructured integrated care. Our goal was to assess to what extent important aspects of restructured care such as multidisciplinary teamwork and different types of organizational culture are associated with high quality diabetes care in small office-based general practices. Methods We conducted cross-sectional analyses of data from 83 health care professionals involved in diabetes care from 30 primary care practices in the Netherlands, with a total of 752 diabetes mellitus type II patients participating in an improvement study. We used self-reported measures of team climate (Team Climate Inventory and organizational culture (Competing Values Framework, and measures of quality of diabetes care and clinical patient characteristics from medical records and self-report. We conducted multivariate analyses of the relationship between culture, climate and HbA1c, total cholesterol, systolic blood pressure and a sum score on process indicators for the quality of diabetes care, adjusting for potential patient- and practice level confounders and practice-level clustering. Results A strong group culture was negatively associated to the quality of diabetes care provided to patients (β = -0.04; p = 0.04, whereas a more 'balanced culture' was positively associated to diabetes care quality (β = 5.97; p = 0.03. No associations were found between organizational culture, team climate and clinical patient outcomes. Conclusion Although some significant associations were found between high quality diabetes care in general practice and different organizational cultures, relations were rather marginal. Variation in clinical patient outcomes could not be attributed to organizational culture or teamwork. This study therefore contributes to the discussion about the legitimacy of the widespread idea

Website Redesign: A Case Study.

Science.gov (United States)

Wu, Jin; Brown, Janis F

2016-01-01

A library website redesign is a complicated and at times arduous task, requiring many different steps including determining user needs, analyzing past user behavior, examining other websites, defining design preferences, testing, marketing, and launching the site. Many different types of expertise are required over the entire process. Lessons learned from the Norris Medical Library's experience with the redesign effort may be useful to others undertaking a similar project.

Redesign workshop

DEFF Research Database (Denmark)

Bornoe, Nis; Billestrup, Jane; Andersen, Jesper

2014-01-01

. The leading question was: “Can software developers contribute actively to alternative redesign suggestions?” Under the guidance of usability specialists, we found that the developers were able to constructively reconsider the existing design based on a top down approach. In this paper we report a hands...

Time-driven activity-based costing: a driver for provider engagement in costing activities and redesign initiatives.

Science.gov (United States)

McLaughlin, Nancy; Burke, Michael A; Setlur, Nisheeta P; Niedzwiecki, Douglas R; Kaplan, Alan L; Saigal, Christopher; Mahajan, Aman; Martin, Neil A; Kaplan, Robert S

2014-11-01

To date, health care providers have devoted significant efforts to improve performance regarding patient safety and quality of care. To address the lagging involvement of health care providers in the cost component of the value equation, UCLA Health piloted the implementation of time-driven activity-based costing (TDABC). Here, the authors describe the implementation experiment, share lessons learned across the care continuum, and report how TDABC has actively engaged health care providers in costing activities and care redesign. After the selection of pilots in neurosurgery and urology and the creation of the TDABC team, multidisciplinary process mapping sessions, capacity-cost calculations, and model integration were coordinated and offered to engage care providers at each phase. Reviewing the maps for the entire episode of care, varying types of personnel involved in the delivery of care were noted: 63 for the neurosurgery pilot and 61 for the urology pilot. The average cost capacities for care coordinators, nurses, residents, and faculty were $0.70 (range $0.63-$0.75), $1.55 (range $1.28-$2.04), $0.58 (range $0.56-$0.62), and $3.54 (range $2.29-$4.52), across both pilots. After calculating the costs for material, equipment, and space, the TDABC model enabled the linking of a specific step of the care cycle (who performed the step and its duration) and its associated costs. Both pilots identified important opportunities to redesign care delivery in a costconscious fashion. The experimentation and implementation phases of the TDABC model have succeeded in engaging health care providers in process assessment and costing activities. The TDABC model proved to be a catalyzing agent for cost-conscious care redesign.

Redesigning the Way We Listen

DEFF Research Database (Denmark)

Søndergaard, Morten

2014-01-01

This paper is based on a research project-in-progress investigating curatorial practice as methodology for creating responsive interfaces to sound art practices. Sound art is a transdisciplinary practice. As such, it creates new domains that may be used for redesign-purposes. Not only do experien......This paper is based on a research project-in-progress investigating curatorial practice as methodology for creating responsive interfaces to sound art practices. Sound art is a transdisciplinary practice. As such, it creates new domains that may be used for redesign-purposes. Not only do...... experiences of sound alter; the way we listen to sound is transforming as well. Thus, the paper analyses and discusses two responsive sound interfaces and claim that curating as a transdisciplinary practice may frame what is termed in the paper as a domain-game redesigning the way the audience listens...

Evaluation of a redesigned 3/4-inch uranium hexafluoride cylinder valve stem

International Nuclear Information System (INIS)

Zonner, L.A.; Wamsley, S.D.

1978-01-01

The performance of a redesigned 3/4-in. uranium hexafluoride cylinder valve stem has been evaluated at the Portsmouth Gaseous Diffusion Plant. Prototypes, machined from Monel bar stock and having a 45 0 tip angle instead of the 15 0 tip angle of the standard valve stem, were fabricated. Tests included: cyclic leak evaluation; flow restriction determination; wear testing with uranyl fluoride deposits in the valve seat; stress corrosion testing; field testing (in previously rejected valve bodies); and production leak testing. Because their overall test performance was excellent, actual production usage of the redesigned stems was initiated. The in-service performance of valves fitted with redesigned stems has been significantly superior to that of valves having the standard stems: rejection rates have been 0.7 and 16.6 percent, respectively. Recommendations are made to replace all 15 0 angle tip stems presently in service with new stems having a 45 0 angle tip and to specify the new stem tip design for future 3/4-in. valve purchases

Distance Learning Plan Development: Initiating Organizational Structures

National Research Council Canada - National Science Library

Poole, Clifton

1998-01-01

.... Army distance learning plan managers to examine the DLPs they were directing. The analysis showed that neither army nor civilian distance learning plan managers used formalized requirements for organizational structure development (OSD...

Organizational culture, team climate and diabetes care in small office-based practices

OpenAIRE

Bosch, Marije; Dijkstra, Rob; Wensing, Michel; van der Weijden, Trudy; Grol, Richard

2008-01-01

Abstract Background Redesigning care has been proposed as a lever for improving chronic illness care. Within primary care, diabetes care is the most widespread example of restructured integrated care. Our goal was to assess to what extent important aspects of restructured care such as multidisciplinary teamwork and different types of organizational culture are associated with high quality diabetes care in small office-based general practices. Methods We conducted cross-sectional analyses of d...

A strategic planning methodology for aircraft redesign

Science.gov (United States)

Romli, Fairuz Izzuddin

Due to a progressive market shift to a customer-driven environment, the influence of engineering changes on the product's market success is becoming more prominent. This situation affects many long lead-time product industries including aircraft manufacturing. Derivative development has been the key strategy for many aircraft manufacturers to survive the competitive market and this trend is expected to continue in the future. Within this environment of design adaptation and variation, the main market advantages are often gained by the fastest aircraft manufacturers to develop and produce their range of market offerings without any costly mistakes. This realization creates an emphasis on the efficiency of the redesign process, particularly on the handling of engineering changes. However, most activities involved in the redesign process are supported either inefficiently or not at all by the current design methods and tools, primarily because they have been mostly developed to improve original product development. In view of this, the main goal of this research is to propose an aircraft redesign methodology that will act as a decision-making aid for aircraft designers in the change implementation planning of derivative developments. The proposed method, known as Strategic Planning of Engineering Changes (SPEC), combines the key elements of the product redesign planning and change management processes. Its application is aimed at reducing the redesign risks of derivative aircraft development, improving the detection of possible change effects propagation, increasing the efficiency of the change implementation planning and also reducing the costs and the time delays due to the redesign process. To address these challenges, four research areas have been identified: baseline assessment, change propagation prediction, change impact analysis and change implementation planning. Based on the established requirements for the redesign planning process, several methods and

Multi-Stakeholder Collaboration in the Redesign of Family-Centered Rounds Process

Science.gov (United States)

Xie, Anping; Carayon, Pascale; Cartmill, Randi; Li, Yaqiong; Cox, Elizabeth D.; Plotkin, Julie A.; Kelly, Michelle M.

2014-01-01

A human factors approach to healthcare system redesign emphasizes the involvement of multiple healthcare stakeholders (e.g., patients and families, healthcare providers) in the redesign process. This study explores the experience of multiple stakeholders with collaboration in a healthcare system redesign project. Interviews were conducted with ten stakeholder representatives who participated in the redesign of the family-centered rounds process in a pediatric hospital. Qualitative interview data were analyzed using a phenomenological approach. A model of collaborative healthcare system redesign was developed, which defined four phases (i.e., setup of the redesign team, preparation for meetings, collaboration in meetings, follow-up after meetings) and two outcomes (i.e., team outcomes, redesign outcomes) of the collaborative process. Challenges to multi-stakeholder collaboration in healthcare system redesign, such as need to represent all relevant stakeholders, scheduling of meetings and managing different perspectives, were identified. PMID:25124394

Development and Application of a Stepwise Assessment Process for Rational Redesign of Sequential Skills-Based Courses.

Science.gov (United States)

Gallimore, Casey E; Porter, Andrea L; Barnett, Susanne G

2016-10-25

Objective. To develop and apply a stepwise process to assess achievement of course learning objectives related to advanced pharmacy practice experiences (APPEs) preparedness and inform redesign of sequential skills-based courses. Design. Four steps comprised the assessment and redesign process: (1) identify skills critical for APPE preparedness; (2) utilize focus groups and course evaluations to determine student competence in skill performance; (3) apply course mapping to identify course deficits contributing to suboptimal skill performance; and (4) initiate course redesign to target exposed deficits. Assessment. Focus group participants perceived students were least prepared for skills within the Accreditation Council for Pharmacy Education's pre-APPE core domains of Identification and Assessment of Drug-related Problems and General Communication Abilities. Course mapping identified gaps in instruction, performance, and assessment of skills within aforementioned domains. Conclusions. A stepwise process that identified strengths and weaknesses of a course, was used to facilitate structured course redesign. Strengths of the process included input and corroboration from both preceptors and students. Limitations included feedback from a small number of pharmacy preceptors and increased workload on course coordinators.

Sustainability Initiatives and Organizational Performance: An Analysis of Publications in the WEB of SCIENCE DATABASE

Directory of Open Access Journals (Sweden)

Eduardo Luís Hepper

2016-07-01

Full Text Available Brazil is going through a time of reflection about the preservation of natural resources, an issue that is increasingly considered in its agenda. The search for balance between environmental, social and economic aspects has been a challenge for business survival over the years and has led companies to adopt initiatives focused on sustainability. The objective of this article is to analyse how the international scientific production addresses sustainable practices and initiatives and their relationship with organizational performance. Considering this scope, a bibliometric study of the publications located on Web of Science - Social Sciences Citation Index (WoS-SSCI was developed. There were 33 articles identified and selected on the subject. Journals that stand out in quantity of articles and number of citations are the Journal of Cleaner Production and Strategic Management Journal, respectively. Analysing the results, a growing concern about this issue and the increase in publications was noticed after the 2000s. The results found, in general, associate sustainable practices to positive organizational performance, such as increased profit on the product sold, quality improvement, improved reputation, and waste reduction, among others gains identified.

Changing organizational culture: using the CEO cancer gold standard policy initiatives to promote health and wellness at a school of public health.

Science.gov (United States)

Towne, Samuel D; Anderson, Kelsey E; Smith, Matthew Lee; Dahlke, Deborah Vollmer; Kellstedt, Debra; Purcell, Ninfa Pena; Ory, Marcia G

2015-09-03

Worksite wellness initiatives for health promotion and health education have demonstrated effectiveness in improving employee health and wellness. We examined the effects of a multifaceted health promotion campaign on organizational capacity to meet requirements to become CEO Cancer Gold Standard Accredited. We conducted an online survey to assess perceived organizational values and support for the five CEO Cancer Gold Standard Pillars for cancer prevention: tobacco cessation; physical activity; nutrition; cancer screening and early detection; and accessing information on cancer clinical trials. Baseline and follow-up surveys were sent 6-months apart to faculty, staff, and students at a school of public health to test the impact of a multifaceted health promotion campaign on perceived organizational change. Descriptive analyses were used to characterize percent improvement. Multivariate logistic regression analyses were used to control for participants' university status. The current organizational culture highly supported tobacco cessation at both time points. Significant improvements (p screening, and early detection of cancer' and 'accessing cancer treatment and clinical trials'. Health promotion and education efforts using multiple approaches were effective to improve perceived organizational values and support for cancer prevention and early detection, and increase access to information about cancer clinical trials. Future studies are needed to examine broader impacts of implementing worksite health promotion initiatives.

78 FR 27968 - Federal Management Regulation; Redesignations of Federal Buildings

Science.gov (United States)

2013-05-13

... Management Regulation; Redesignations of Federal Buildings AGENCY: Public Buildings Service (PBS), General... designation and redesignation of six Federal buildings. DATES: Expiration Date: This bulletin announcement expires July 30, 2013. The building designations and redesignations remains in effect until canceled or...

Organizational consciousness.

Science.gov (United States)

Pees, Richard C; Shoop, Glenda Hostetter; Ziegenfuss, James T

2009-01-01

The purpose of this paper is to develop a conceptual understanding of organizational consciousness that expands the discussion of organizational analysis, and use a case study to apply it in the analysis of a merger between an academic health center and a regional medical center. The paper draws on the experiences and insights of scholars who have been exploring complex organizational issues in relationship with consciousness. Organizational consciousness is the organization's capacity for reflection; a centering point for the organization to "think" and find the degree of unity across systems; and a link to the organization's identity and self-referencing attributes. It operates at three stages: reflective, social, and collective consciousness. Translating abstract concepts such as consciousness to an organizational model is complex and interpretive. For now, the idea of organizational consciousness remains mostly a theoretical concept. Empirical evidence is needed to support the theory. Faced with complicated and compelling issues for patient care, health care organizations must look beyond the analysis of structure and function, and be vigilant in their decisions on where important issues sit on the ladder of competing priorities. Organizational consciousness keeps the organization's attention focused on purpose and unifies the collective will to succeed. If the paper can come to understand how consciousness operates in organizations, and learn how to apply it in organizational decisions, the pay-off could be big in terms of leading initiatives for change. The final goal is to use what is learned to improve organizational outcomes.

Organizational culture associated with provider satisfaction.

Science.gov (United States)

Scammon, Debra L; Tabler, Jennifer; Brunisholz, Kimberly; Gren, Lisa H; Kim, Jaewhan; Tomoaia-Cotisel, Andrada; Day, Julie; Farrell, Timothy W; Waitzman, Norman J; Magill, Michael K

2014-01-01

Organizational culture is key to the successful implementation of major improvement strategies. Transformation to a patient-centered medical home (PCHM) is such an improvement strategy, requiring a shift from provider-centric care to team-based care. Because this shift may impact provider satisfaction, it is important to understand the relationship between provider satisfaction and organizational culture, specifically in the context of practices that have transformed to a PCMH model. This was a cross-sectional study of surveys conducted in 2011 among providers and staff in 10 primary care clinics implementing their version of a PCMH: Care by Design. Measures included the Organizational Culture Assessment Instrument and the American Medical Group Association provider satisfaction survey. Providers were most satisfied with quality of care (mean, 4.14; scale of 1-5) and interactions with patients (mean, 4.12) and were least satisfied with time spent working (mean, 3.47), paperwork (mean, 3.45), and compensation (mean, 3.35). Culture profiles differed across clinics, with family/clan and hierarchical cultures the most common. Significant correlations (P ≤ .05) between provider satisfaction and clinic culture archetypes included family/clan culture negatively correlated with administrative work; entrepreneurial culture positively correlated with the Time Spent Working dimension; market/rational culture positively correlated with how practices were facing economic and strategic challenges; and hierarchical culture negatively correlated with the Relationships with Staff and Resource dimensions. Provider satisfaction is an important metric for assessing experiences with features of a PCMH model. Identification of clinic-specific culture archetypes and archetype associations with provider satisfaction can help inform practice redesign. Attention to effective methods for changing organizational culture is recommended.

Regional process redesign of lung cancer care: a learning health system pilot project.

Science.gov (United States)

Fung-Kee-Fung, M; Maziak, D E; Pantarotto, J R; Smylie, J; Taylor, L; Timlin, T; Cacciotti, T; Villeneuve, P J; Dennie, C; Bornais, C; Madore, S; Aquino, J; Wheatley-Price, P; Ozer, R S; Stewart, D J

2018-02-01

The Ottawa Hospital (toh) defined delay to timely lung cancer care as a system design problem. Recognizing the patient need for an integrated journey and the need for dynamic alignment of providers, toh used a learning health system (lhs) vision to redesign regional diagnostic processes. A lhs is driven by feedback utilizing operational and clinical information to drive system optimization and innovation. An essential component of a lhs is a collaborative platform that provides connectivity across silos, organizations, and professions. To operationalize a lhs, we developed the Ottawa Health Transformation Model (ohtm) as a consensus approach that addresses process barriers, resistance to change, and conflicting priorities. A regional Community of Practice (cop) was established to engage stakeholders, and a dedicated transformation team supported process improvements and implementation. The project operationalized the lung cancer diagnostic pathway and optimized patient flow from referral to initiation of treatment. Twelve major processes in referral, review, diagnostics, assessment, triage, and consult were redesigned. The Ottawa Hospital now provides a diagnosis to 80% of referrals within the provincial target of 28 days. The median patient journey from referral to initial treatment decreased by 48% from 92 to 47 days. The initiative optimized regional integration from referral to initial treatment. Use of a lhs lens enabled the creation of a system that is standardized to best practice and open to ongoing innovation. Continued transformation initiatives across the continuum of care are needed to incorporate best practice and optimize delivery systems for regional populations.

Use of a business case model for organizational change.

Science.gov (United States)

Shirey, Maria R

2011-01-01

This department highlights change management strategies that may be successful in strategically planning and executing organizational change initiatives. With the goal of presenting practical approaches helpful to nurse leaders advancing organizational change, content includes evidence-based projects, tools, and resources that mobilize and sustain organizational change initiatives. In this article, the author discusses the concept of a business case and introduces a 3-phase business case model for organizational change.

ParticipACTION after 5 years of relaunch: a quantitative survey of Canadian organizational awareness and capacity regarding physical activity initiatives

Directory of Open Access Journals (Sweden)

Guy Faulkner

2018-04-01

Full Text Available Introduction: ParticipACTION is a Canadian physical activity communications and social marketing organization relaunched in 2007. This study assesses the capacity of Canadian organizations to adopt, implement, and promote physical activity initiatives. The four objectives were to compare findings from baseline (2008 and follow-up (2013 with respect to: (1 awareness of ParticipACTION; (2 organizational capacity to adopt, implement and promote physical activity initiatives; (3 potential differences in capacity based on organizational size, sector, and mandate; and (4 assess perceptions of ParticipACTION five years after relaunch. Methods: In this cross-sectional study, representatives from local, provincial/territorial, and national organizations completed an online survey assessing capacity to adopt, implement, and promote physical activity. Descriptive statistics and one-way analyses of variance were conducted to examine the objectives. Results: Response rate for opening an email survey invitation and consenting to participate was 40.6% (685/1688 and 540 surveys were completed. Awareness of ParticipACTION increased from 54.6% at baseline to 93.9% at follow-up (Objective 1. Findings at both baseline and follow-up reflected good organizational capacity to adopt, implement and promote physical activity (Objective 2 although some varied by organizational sector and mandate (Objective 3. Most respondents reported that ParticipACTION provided positive leadership (65.3%, but there was less agreement regarding ParticipACTION’s facilitation of infrastructure (44.0% or organizational will/motivation (47.1%(Objective 4. Conclusion: Canadian organizations continue to report having good capacity to adopt, implement, and promote physical activity. There was no discernible change in capacity indicators five years after ParticipACTION’s relaunch although its broader contribution to the physical activity sector was endorsed.

ParticipACTION after 5 years of relaunch: a quantitative survey of Canadian organizational awareness and capacity regarding physical activity initiatives.

Science.gov (United States)

Faulkner, Guy; Ramanathan, Subha; Plotnikoff, Ronald C; Berry, Tanya; Deshpande, Sameer; Latimer-Cheung, Amy E; Rhodes, Ryan E; Tremblay, Mark S; Spence, John C

2018-04-01

ParticipACTION is a Canadian physical activity communications and social marketing organization relaunched in 2007. This study assesses the capacity of Canadian organizations to adopt, implement, and promote physical activity initiatives. The four objectives were to compare findings from baseline (2008) and follow-up (2013) with respect to: (1) awareness of ParticipACTION; (2) organizational capacity to adopt, implement and promote physical activity initiatives; (3) potential differences in capacity based on organizational size, sector, and mandate; and (4) assess perceptions of ParticipACTION five years after relaunch. In this cross-sectional study, representatives from local, provincial/territorial, and national organizations completed an online survey assessing capacity to adopt, implement, and promote physical activity. Descriptive statistics and one-way analyses of variance were conducted to examine the objectives. Response rate for opening an email survey invitation and consenting to participate was 40.6% (685/1688) and 540 surveys were completed. Awareness of ParticipACTION increased from 54.6% at baseline to 93.9% at follow-up (Objective 1). Findings at both baseline and follow-up reflected good organizational capacity to adopt, implement and promote physical activity (Objective 2) although some varied by organizational sector and mandate (Objective 3). Most respondents reported that ParticipACTION provided positive leadership (65.3%), but there was less agreement regarding ParticipACTION's facilitation of infrastructure (44.0%) or organizational will/motivation (47.1%)(Objective 4). Canadian organizations continue to report having good capacity to adopt, implement, and promote physical activity. There was no discernible change in capacity indicators five years after ParticipACTION's relaunch although its broader contribution to the physical activity sector was endorsed.

Grid Computing BOINC Redesign Mindmap with incentive system (gamification)

OpenAIRE

Kitchen, Kris

2016-01-01

Grid Computing BOINC Redesign Mindmap with incentive system (gamification) this is a PDF viewable of https://figshare.com/articles/Grid_Computing_BOINC_Redesign_Mindmap_with_incentive_system_gamification_/1265350

Transformational change in health care systems: an organizational model.

Science.gov (United States)

Lukas, Carol VanDeusen; Holmes, Sally K; Cohen, Alan B; Restuccia, Joseph; Cramer, Irene E; Shwartz, Michael; Charns, Martin P

2007-01-01

The Institute of Medicine's 2001 report Crossing the Quality Chasm argued for fundamental redesign of the U.S. health care system. Six years later, many health care organizations have embraced the report's goals, but few have succeeded in making the substantial transformations needed to achieve those aims. This article offers a model for moving organizations from short-term, isolated performance improvements to sustained, reliable, organization-wide, and evidence-based improvements in patient care. Longitudinal comparative case studies were conducted in 12 health care systems using a mixed-methods evaluation design based on semistructured interviews and document review. Participating health care systems included seven systems funded through the Robert Wood Johnson Foundation's Pursuing Perfection Program and five systems with long-standing commitments to improvement and high-quality care. Five interactive elements appear critical to successful transformation of patient care: (1) Impetus to transform; (2) Leadership commitment to quality; (3) Improvement initiatives that actively engage staff in meaningful problem solving; (4) Alignment to achieve consistency of organization goals with resource allocation and actions at all levels of the organization; and (5) Integration to bridge traditional intra-organizational boundaries among individual components. These elements drive change by affecting the components of the complex health care organization in which they operate: (1) Mission, vision, and strategies that set its direction and priorities; (2) Culture that reflects its informal values and norms; (3) Operational functions and processes that embody the work done in patient care; and (4) Infrastructure such as information technology and human resources that support the delivery of patient care. Transformation occurs over time with iterative changes being sustained and spread across the organization. The conceptual model holds promise for guiding health care

Controlling Curriculum Redesign with a Process Improvement Model

Science.gov (United States)

Drinka, Dennis; Yen, Minnie Yi-Miin

2008-01-01

A portion of the curriculum for a Management Information Systems degree was redesigned to enhance the experiential learning of students by focusing it on a three-semester community-based system development project. The entire curriculum was then redesigned to have a project-centric focus with each course in the curriculum contributing to the…

Development of consensus guidance to facilitate service redesign around pharmacist prescribing in UK hospital practice.

Science.gov (United States)

Tonna, Antonella; McCaig, Dorothy; Diack, Lesley; West, Bernice; Stewart, Derek

2014-10-01

The last decade has seen a drive towards non-medical prescribing in the United Kingdom (UK). However, there is a dearth of any published literature on applying the principles of service redesign to support pharmacist prescribing in any sphere of practice. To develop consensus guidance to facilitate service redesign around pharmacist prescribing. UK hospital practice. The Delphi technique was used to measure consensus of a panel of expert opinion holders in Scotland. Individuals with key strategic and operational roles in implementing initiatives of pharmacy practice and medicines management were recruited as experts. An electronic questionnaire consisting of 30 statements related to pharmacist prescribing service redesign was developed. These were presented as five-point Likert scales with illustrative quotes. Consensus, defined as 70 % of panel members agreeing (ranked strongly agree/agree) with each statement. Responses were obtained from 35/40 (87.5 %) experts in round one and 29 (72.5 %) in round two. Consensus in round one was achieved for 27/30 of statements relating to aspects of generic 'service development' (e.g. succession planning, multidisciplinary working, quality evaluation, practice development and outcome measures) and 'pharmacist prescribing role development' (e.g. education and future orientation of service). Issues of disagreement were around targeting of pharmacist prescribing to clinical specialities and financial remuneration for prescribing in the hospital setting. Consensus guidance has been developed to facilitate service redesign around hospital pharmacist prescribing.

76 FR 16233 - Interpretive Rule Regarding Electronic Contributor Redesignations

Science.gov (United States)

2011-03-23

... audit, the Commission recently determined that a specific redesignation practice provided the same degree of assurance of the contributor's identity and the contributor's intent to redesignate the... that this process provided assurance of contributor identity and intent equivalent to a written...

Procedure Redesign Methods : E3-Control: a redesign methodology for control procedures

NARCIS (Netherlands)

Liu, J.; Hofman, W.J.; Tan, Y.H.

2011-01-01

This chapter highlights the core research methodology, e3-control, that is applied throughout the ITAIDE project for the purpose of control procedure redesign. We present the key concept of the e3-control methodology and its technical guidelines. Based on the output of this chapter, domain experts

An integrated lean-methods approach to hospital facilities redesign.

Science.gov (United States)

Nicholas, John

2012-01-01

Lean production methods for eliminating waste and improving processes in manufacturing are now being applied in healthcare. As the author shows, the methods are appropriate for redesigning hospital facilities. When used in an integrated manner and employing teams of mostly clinicians, the methods produce facility designs that are custom-fit to patient needs and caregiver work processes, and reduce operational costs. The author reviews lean methods and an approach for integrating them in the redesign of hospital facilities. A case example of the redesign of an emergency department shows the feasibility and benefits of the approach.

APPLICATION OF AUGMENTED REALITY IN FACADE REDESIGN PRESENTATION

Directory of Open Access Journals (Sweden)

PEJIĆ Petar

2015-06-01

Full Text Available Augmented Reality (AR is a computer technology where the perception of the user is enhanced by the seamless blending between real environment and computer-generated virtual objects coexisting in the same space. When it comes to a redesign of the existing facades, it is necessary to create a visual presentation of the proposed changes. For this reason, contemporary architectural approach assumes creating a digital 3D model of the newly designed facade. Since the façade redesign is a real world change, the AR can be used for newly designed facade project presentation. In this paper a case study of the AR application for façade redesign presentation of a single family house located in Babušnica (Serbia is presented.

Organizational change theory: implications for health promotion practice.

Science.gov (United States)

Batras, Dimitri; Duff, Cameron; Smith, Ben J

2016-03-01

Sophisticated understandings of organizational dynamics and processes of organizational change are crucial for the development and success of health promotion initiatives. Theory has a valuable contribution to make in understanding organizational change, for identifying influential factors that should be the focus of change efforts and for selecting the strategies that can be applied to promote change. This article reviews select organizational change models to identify the most pertinent insights for health promotion practitioners. Theoretically derived considerations for practitioners who seek to foster organizational change include the extent to which the initiative is modifiable to fit with the internal context; the amount of time that is allocated to truly institutionalize change; the ability of the agents of change to build short-term success deliberately into their implementation plan; whether or not the shared group experience of action for change is positive or negative and the degree to which agencies that are the intended recipients of change are resourced to focus on internal factors. In reviewing theories of organizational change, the article also addresses strategies for facilitating the adoption of key theoretical insights into the design and implementation of health promotion initiatives in diverse organizational settings. If nothing else, aligning health promotion with organizational change theory promises insights into what it is that health promoters do and the time that it can take to do it effectively. © The Author 2014. Published by Oxford University Press. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

From Here to There: Effectively Managing Organizational Change

Science.gov (United States)

Wick, Casey J.

2008-01-01

Throughout organizational history it has been witnessed and written of time and again just how difficult initiating and leading change, as it relates to human behavior, can be. Initiating and implementing organizational change can be, and very often is, a journey characterized by periods of temporary progress followed by slow regression back to…

A theoretical framework of organizational change

NARCIS (Netherlands)

Jacobs, G.; Polos, L.; van Witteloostuijn, A.; Christe-Zyse, J.

2013-01-01

Purpose – Organizational change is a risky endeavour. Most change initiatives fall short on their goals and produce high opportunity and process costs, which at times outweigh the content benefits of organizational change. This paper seeks to develop a framework, offering a theoretical toolbox to

Curriculum Redesign in Veterinary Medicine: Part I.

Science.gov (United States)

Chaney, Kristin P; Macik, Maria L; Turner, Jacqueline S; Korich, Jodi A; Rogers, Kenita S; Fowler, Debra; Scallan, Elizabeth M; Keefe, Lisa M

Curricular review is considered a necessary component for growth and enhancement of academic programs and requires time, energy, creativity, and persistence from both faculty and administration. At Texas A&M College of Veterinary Medicine & Biomedical Sciences (TAMU), the faculty and administration partnered with the university's Center for Teaching Excellence to create a faculty-driven, data-enhanced curricular redesign process. The 8-step process begins with the formation of a dedicated faculty curriculum design team to drive the redesign process and to support the college curriculum committee. The next steps include defining graduate outcomes and mapping the current curriculum to identify gaps and redundancies across the curriculum. Data are collected from internal and external stakeholders including veterinary students, faculty, alumni, and employers of graduates. Data collected through curriculum mapping and stakeholder engagement substantiate the curriculum redesign. The guidelines, supporting documents, and 8-step process developed at TAMU are provided to assist other veterinary schools in successful curricular redesign. This is the first of a two-part report that provides the background, context, and description of the process for charting the course for curricular change. The process involves defining expected learning outcomes for new graduates, conducting a curriculum mapping exercise, and collecting stakeholder data for curricular evaluation (steps 1-4). The second part of the report describes the development of rubrics that were applied to the graduate learning outcomes (steps 5-8) and engagement of faculty during the implementation phases of data-driven curriculum change.

Organizational analysis and safety for utilities with nuclear power plants: an organizational overview. Volume 1

International Nuclear Information System (INIS)

Osborn, R.N.; Olson, J.; Sommers, P.E.; McLaughlin, S.D.; Jackson, M.S.; Scott, W.G.; Connor, P.E.

1983-08-01

This two-volume report presents the results of initial research on the feasibility of applying organizational factors in nuclear power plant (NPP) safety assessment. A model is introduced for the purposes of organizing the literature review and showing key relationships among identified organizational factors and nuclear power plant safety. Volume I of this report contains an overview of the literature, a discussion of available safety indicators, and a series of recommendations for more systematically incorporating organizational analysis into investigations of nuclear power plant safety

Consulting to Facilitate Planned Organizational Change in Schools

Science.gov (United States)

Zins, Joseph E.; Illback, Robert J.

2007-01-01

We present an update of our 1984 chapter on organizational interventions in educational settings. Our view of the organizational change process is described, followed by a discussion of the gap between current theory and practice. We describe several examples of promising organizational change initiatives, followed by our observations of future…

Initial Results from the Survey of Organizational Research Climates (SOuRCe) in the U.S. Department of Veterans Affairs Healthcare System

Science.gov (United States)

Martinson, Brian C.; Nelson, David; Hagel-Campbell, Emily; Mohr, David; Charns, Martin P.; Bangerter, Ann; Thrush, Carol R.; Ghilardi, Joseph R.; Bloomfield, Hanna; Owen, Richard; Wells, James A.

2016-01-01

Background In service to its core mission of improving the health and well-being of veterans, Veterans Affairs (VA) leadership is committed to supporting research best practices in the VA. Recognizing that the behavior of researchers is influenced by the organizational climates in which they work, efforts to assess the integrity of research climates and share such information with research leadership in VA may be one way to support research best practices. The Survey of Organizational Research Climate (SOuRCe) is the first validated survey instrument specifically designed to assess the organizational climate of research integrity in academic research organizations. The current study reports on an initiative to use the SOuRCe in VA facilities to characterize the organizational research climates and pilot test the effectiveness of using SOuRCe data as a reporting and feedback intervention tool. Methods We administered the SOuRCe using a cross-sectional, online survey, with mailed follow-up to non-responders, of research-engaged employees in the research services of a random selection of 42 VA facilities (e.g., Hospitals/Stations) believed to employ 20 or more research staff. We attained a 51% participation rate, yielding more than 5,200 usable surveys. Results We found a general consistency in organizational research climates across a variety of sub-groups in this random sample of research services in the VA. We also observed similar SOuRCe scale score means, relative rankings of these scales and their internal reliability, in this VA-based sample as we have previously documented in more traditional academic research settings. Results also showed more substantial variability in research climate scores within than between facilities in the VA research service as reflected in meaningful subgroup differences. These findings suggest that the SOuRCe is suitable as an instrument for assessing the research integrity climates in VA and that the tool has similar patterns of

Initial Results from the Survey of Organizational Research Climates (SOuRCe) in the U.S. Department of Veterans Affairs Healthcare System.

Science.gov (United States)

Martinson, Brian C; Nelson, David; Hagel-Campbell, Emily; Mohr, David; Charns, Martin P; Bangerter, Ann; Thrush, Carol R; Ghilardi, Joseph R; Bloomfield, Hanna; Owen, Richard; Wells, James A

2016-01-01

In service to its core mission of improving the health and well-being of veterans, Veterans Affairs (VA) leadership is committed to supporting research best practices in the VA. Recognizing that the behavior of researchers is influenced by the organizational climates in which they work, efforts to assess the integrity of research climates and share such information with research leadership in VA may be one way to support research best practices. The Survey of Organizational Research Climate (SOuRCe) is the first validated survey instrument specifically designed to assess the organizational climate of research integrity in academic research organizations. The current study reports on an initiative to use the SOuRCe in VA facilities to characterize the organizational research climates and pilot test the effectiveness of using SOuRCe data as a reporting and feedback intervention tool. We administered the SOuRCe using a cross-sectional, online survey, with mailed follow-up to non-responders, of research-engaged employees in the research services of a random selection of 42 VA facilities (e.g., Hospitals/Stations) believed to employ 20 or more research staff. We attained a 51% participation rate, yielding more than 5,200 usable surveys. We found a general consistency in organizational research climates across a variety of sub-groups in this random sample of research services in the VA. We also observed similar SOuRCe scale score means, relative rankings of these scales and their internal reliability, in this VA-based sample as we have previously documented in more traditional academic research settings. Results also showed more substantial variability in research climate scores within than between facilities in the VA research service as reflected in meaningful subgroup differences. These findings suggest that the SOuRCe is suitable as an instrument for assessing the research integrity climates in VA and that the tool has similar patterns of results that have been

Initial Results from the Survey of Organizational Research Climates (SOuRCe in the U.S. Department of Veterans Affairs Healthcare System.

Directory of Open Access Journals (Sweden)

Brian C Martinson

Full Text Available In service to its core mission of improving the health and well-being of veterans, Veterans Affairs (VA leadership is committed to supporting research best practices in the VA. Recognizing that the behavior of researchers is influenced by the organizational climates in which they work, efforts to assess the integrity of research climates and share such information with research leadership in VA may be one way to support research best practices. The Survey of Organizational Research Climate (SOuRCe is the first validated survey instrument specifically designed to assess the organizational climate of research integrity in academic research organizations. The current study reports on an initiative to use the SOuRCe in VA facilities to characterize the organizational research climates and pilot test the effectiveness of using SOuRCe data as a reporting and feedback intervention tool.We administered the SOuRCe using a cross-sectional, online survey, with mailed follow-up to non-responders, of research-engaged employees in the research services of a random selection of 42 VA facilities (e.g., Hospitals/Stations believed to employ 20 or more research staff. We attained a 51% participation rate, yielding more than 5,200 usable surveys.We found a general consistency in organizational research climates across a variety of sub-groups in this random sample of research services in the VA. We also observed similar SOuRCe scale score means, relative rankings of these scales and their internal reliability, in this VA-based sample as we have previously documented in more traditional academic research settings. Results also showed more substantial variability in research climate scores within than between facilities in the VA research service as reflected in meaningful subgroup differences. These findings suggest that the SOuRCe is suitable as an instrument for assessing the research integrity climates in VA and that the tool has similar patterns of results that

Business process redesign at a mental healthcare institute: a coulored petri net approach

NARCIS (Netherlands)

Jansen-Vullers, M.H.; Reijers, H.A.; Jensen, K.

2005-01-01

Business Process Redesign aims to radically improve the performance of business processes. One of the approaches to derive such an improved process design is an evolutionary approach, making use of redesign heuristics (Reijers, 2003). Simulation of the redesigned business process comes into play if

Experiences of primary care physicians and staff following lean workflow redesign.

Science.gov (United States)

Hung, Dorothy Y; Harrison, Michael I; Truong, Quan; Du, Xue

2018-04-10

In response to growing pressures on primary care, leaders have introduced a wide range of workforce and practice innovations, including team redesigns that delegate some physician tasks to nonphysicians. One important question is how such innovations affect care team members, particularly in view of growing dissatisfaction and burnout among healthcare professionals. We examine the work experiences of primary care physicians and staff after implementing Lean-based workflow redesigns. This included co-locating physician and medical assistant dyads, delegating significant responsibilities to nonphysician staff, and mandating greater coordination and communication among all care team members. The redesigns were implemented and scaled in three phases across 46 primary care departments in a large ambulatory care delivery system. We fielded 1164 baseline and 1333 follow-up surveys to physicians and other nonphysician staff (average 73% response rate) to assess workforce engagement (e.g., job satisfaction, motivation), perceptions of the work environment, and job-related burnout. We conducted multivariate regressions to detect changes in experiences after the redesign, adjusting for respondent characteristics and clustering of within-clinic responses. We found that both physicians and nonphysician staff reported higher levels of engagement and teamwork after implementing redesigns. However, they also experienced higher levels of burnout and perceptions of the workplace as stressful. Trends were the same for both occupational groups, but the increased reports of stress were greater among physicians. Additionally, members of all clinics, except for the pilot site that developed the new workflows, reported higher burnout, while perceptions of workplace stress increased in all clinics after the redesign. Our findings partially align with expectations of work redesign as a route to improving physician and staff experiences in delivering care. Although teamwork and engagement

A redesigned follitropin alfa pen injector for infertility: results of a market research study

Directory of Open Access Journals (Sweden)

Abbotts C

2011-06-01

Full Text Available Carole Abbotts1, Cristiana Salgado-Braga2, Céline Audibert-Gros31Pharmaceutical Marketing Research Consultancy, London, UK; 2Fertility and Endocrinology Global Business Unit, 3Business Intelligence, Merck Serono SA, Geneva, SwitzerlandBackground: The purpose of this study was to evaluate patient-learning and nurse-teaching experiences when using a redesigned prefilled, ready-to-use follitropin alfa pen injector.Methods: Seventy-three UK women of reproductive age either administering daily treatment with self-injectable gonadotropins or about to start gonadotropin treatment for infertility (aged 24–47 years; 53 self-injection-experienced and 20 self-injection-naïve and 28 nurses from UK infertility clinics were recruited for the study. Following instruction, patients and nurses used the redesigned follitropin alfa pen to inject water into an orange and completed questionnaires to evaluate their experiences with the pen immediately after the simulated injections.Results: Most (88%, n = 64 patients found it easy to learn how to use the pen. Among injection-experienced patients, 66% (n = 35 agreed that the redesigned pen was easier to learn to use compared with their current method and 70% (n = 37 also said they would prefer its use over current devices for all injectable fertility medications. All nurses considered the redesigned pen easy to learn and believed it would be easy to teach patients how to use. Eighty-six percent (n = 24 of the nurses thought it was easy to teach patients to determine the remaining dose to be dialed and injected in a second pen if the initial dose was incomplete. Compared with other injection devices, 96% (n = 27 thought it was "much easier" to "as easy" to teach patients to use the redesigned pen. Based on ease of teaching, 68% (n = 19 of nurses would choose to teach the pen in preference to any other injection method. Almost all (93%, n = 26 nurses considered that having the same pen format for a range of

Re-Designing Business Card Advertisements.

Science.gov (United States)

Schaub, Laura

2001-01-01

Discusses ways to turn information from a business card into an advertisement to be placed in a student publication. Addresses visual interest, typography, and other design issues. Includes several sample advertisements and a classroom activity involving redesigning a business card into an advertisement. (RS)

Enzyme (re)design: lessons from natural evolution and computation.

Science.gov (United States)

Gerlt, John A; Babbitt, Patricia C

2009-02-01

The (re)design of enzymes to catalyze 'new' reactions is a topic of considerable practical and intellectual interest. Directed evolution (random mutagenesis followed by screening/selection) has been used widely to identify novel biocatalysts. However, 'rational' approaches using either natural divergent evolution or computational predictions based on chemical principles have been less successful. This review summarizes recent progress in evolution-based and computation-based (re)design.

The Study of Three Organizational Enigmas; Organizational Economy, Organizational Business and Organizational Skills

Directory of Open Access Journals (Sweden)

José G. Vargas Hernández

2010-03-01

Full Text Available Organizational economics makes important contributions to management theory. The focus of structural contingency theory is on the phenomena of the economy significant in organizational management theory and other new paradigms of organizational theories. However, the theory of organizational economics has hardly taken the multiple disciplines of organizational behaviour, strategy and theory, but is aligned with the management theories of psychology, sociology and policy dealing with human motivation, induction and enforcement as distinct from the theories of structures, strategies and planning to deal with designs appropriate for a computer on which the will of member compliance is not problematic (Donaldson, 1990. This paper aims at reviewing the organizational economics in detail, its definitions, implications and feature and Elements of organizational economics and also the prescriptive and descriptive organizational economics.

Organizational analysis and safety for utilities with nuclear power plants: perspectives for organizational assessment. Volume 2

International Nuclear Information System (INIS)

Osborn, R.N.; Olson, J.; Sommers, P.E.

1983-08-01

This two-volume report presents the results of initial research on the feasibility of applying organizational factors in nuclear power plant (NPP) safety assessment. Volume 1 of this report contains an overview of the literature, a discussion of available safety indicators, and a series of recommendations for more systematically incorporating organizational analysis into investigations of nuclear power plant safety. The six chapters of this volume discuss the major elements in our general approach to safety in the nuclear industry. The chapters include information on organizational design and safety; organizational governance; utility environment and safety related outcomes; assessments by selected federal agencies; review of data sources in the nuclear power industry; and existing safety indicators

Do the Math: Course Redesign's Impact on Learning and Scheduling

Science.gov (United States)

Squires, John; Faulkner, Jerry; Hite, Carl

2009-01-01

The math department at Cleveland State Community College embarked upon course redesign in 2008. As a result of this project, student engagement, learning, and success rates have increased dramatically. By including both developmental and college level math courses in the redesign, the department has been able to implement innovative scheduling and…

The Study of Three Organizational Enigmas; Organizational Economy, Organizational Business and Organizational Skills

OpenAIRE

José G. Vargas Hernández; Mohammad Reza Noruzi

2010-01-01

Organizational economics makes important contributions to management theory. The focus of structural contingency theory is on the phenomena of the economy significant in organizational management theory and other new paradigms of organizational theories. However, the theory of organizational economics has hardly taken the multiple disciplines of organizational behaviour, strategy and theory, but is aligned with the management theories of psychology, sociology and policy dealing with human mot...

Delivering Sustainability Through Supply Chain Distribution Network Redesign

Directory of Open Access Journals (Sweden)

Denise Ravet

2013-09-01

Full Text Available Purpose - Companies could gain (cost, service, green/sustainable competitive advantage through the supply chain network. The goal of this article is to study how to deliver sustainability through the supply chain distribution network redesign.Design/methodology/approach - A literature review is conducted to examine research relating to sustainable supply chain strategies and supply chain distribution network redesign.Findings - A study of the supply chain literature reveals the importance to rethink the supply chain distribution network design and to treat sustainability as integral to operations.

Outsourcing of Corporate Information Services: Implications for Redesigning Corporate Library Services.

Science.gov (United States)

Agada, John

1996-01-01

Examines the trend in outsourcing information services and suggests it threatens the survival of corporate libraries. Topics include changes in the competitive corporate environment; characteristics of outsourceable services; managing change; redesigning the corporate librarian's role; and implications for redesigning corporate information…

EVALUATION OF VALUE STREAM MAPPING IN MANUFACTURING SYSTEMS REDESIGNING

OpenAIRE

Serrano , Ibon; Ochoa Laburu , Carlos; De Castro , Rodolfo

2008-01-01

Abstract The Value Stream Mapping (VSM) technique, developed within the lean production paradigm, was presented as an innovative graphic technique to help practitioners redesign production systems. This paper presents the results of a project whose main purpose is to evaluate the real applicability of VSM to redesign disconnected flow lines based on manufacturing environments with a diversity of logistical problems. The research was developed using multiple case study methodology i...

Organizational analysis and safety for utilities with nuclear power plants: an organizational overview. Volume 1. [PWR; BWR

Energy Technology Data Exchange (ETDEWEB)

Osborn, R.N.; Olson, J.; Sommers, P.E.; McLaughlin, S.D.; Jackson, M.S.; Scott, W.G.; Connor, P.E.

1983-08-01

This two-volume report presents the results of initial research on the feasibility of applying organizational factors in nuclear power plant (NPP) safety assessment. A model is introduced for the purposes of organizing the literature review and showing key relationships among identified organizational factors and nuclear power plant safety. Volume I of this report contains an overview of the literature, a discussion of available safety indicators, and a series of recommendations for more systematically incorporating organizational analysis into investigations of nuclear power plant safety.

Organizational Self-Renewal

DEFF Research Database (Denmark)

Hedman, Jonas; Henningsson, Stefan; Selander, Lisen

2012-01-01

Recent research has acknowledged the key role of information systems (IS) in helping build sustainable organizations. Although many organizations have implemented strategies for increased sustainability, empirical evidence for the effects of such strategies is sparse, and the understanding...... from other sustainable initiatives, since they are re-enforcing each other. Third, Green IS initiatives can act as ‘motors’ towards eco-effectiveness, in bridging competing models of organizational effectiveness....

Evaluation of the Redesign of an Undergraduate Cell Biology Course

Science.gov (United States)

McEwen, Laura April; Harris, dik; Schmid, Richard F.; Vogel, Jackie; Western, Tamara; Harrison, Paul

2009-01-01

This article offers a case study of the evaluation of a redesigned and redeveloped laboratory-based cell biology course. The course was a compulsory element of the biology program, but the laboratory had become outdated and was inadequately equipped. With the support of a faculty-based teaching improvement project, the teaching team redesigned the…

Including product features in process redesign

DEFF Research Database (Denmark)

Hvam, Lars; Hauksdóttir, Dagný; Mortensen, Niels Henrik

2017-01-01

do not take into account how the product features are applied throughout the process, which makes it difficult to obtain a comprehensive understanding of the activities in the processes and to generate significant improvements. The suggested approach models the product family using the so......This article suggests a visual modelling method for integrating models of product features with business process models for redesigning the business processes involving specifications of customer-tailored products and services. The current methods for redesigning these types of business processes......-called product variant master and the business process modelling notation for modelling the process flow. The product model is combined with the process map by identifying features used in each step of the process flow. Additionally, based on the information absorbed from the integrated model, the value stream...

Best practices in business process redesign: an overview and qualitative evaluation of successful redesign heuristics

NARCIS (Netherlands)

Reijers, H.A.; Limam Mansar, S.

2005-01-01

To implement business process redesign several best practices can be distinguished. This paper gives an overview of heuristic rules that can support practitioners to develop a business process design that is a radical improvement of a current design. The emphasis is on the mechanics of the process,

Towards redesigning indigenous mung bean foods

NARCIS (Netherlands)

Dahiya, P.K.

2013-01-01

Redesigning traditional foods requires consideration of the various factors affecting the nutrient intake from such foods. Amongst these factors are adequate consumption, proper nutrient bioavailability and consumer satisfaction. These factors are related to traditional food quality at various

An evolutionary approach for business process redesign : towards an intelligent system

NARCIS (Netherlands)

Netjes, M.; Limam Mansar, S.; Reijers, H.A.; Aalst, van der W.M.P.; Cardoso, J.; Cordeiro, J.; Filipe, J.

2007-01-01

Although extensive literature on BPR is available, there is still a lack of concrete guidance on actually changing processes for the better. It is our goal to provide a redesign approach which describes and supports the steps to derive from an existing process a better performing redesign. In this

Application of participatory ergonomics to the redesign of the family-centred rounds process.

Science.gov (United States)

Xie, Anping; Carayon, Pascale; Cox, Elizabeth D; Cartmill, Randi; Li, Yaqiong; Wetterneck, Tosha B; Kelly, Michelle M

2015-01-01

Participatory ergonomics (PE) can promote the application of human factors and ergonomics (HFE) principles to healthcare system redesign. This study applied a PE approach to redesigning the family-centred rounds (FCR) process to improve family engagement. Various FCR stakeholders (e.g. patients and families, physicians, nurses, hospital management) were involved in different stages of the PE process. HFE principles were integrated in both the content (e.g. shared mental model, usability, workload consideration, systems approach) and process (e.g. top management commitment, stakeholder participation, communication and feedback, learning and training, project management) of FCR redesign. We describe activities of the PE process (e.g. formation and meetings of the redesign team, data collection activities, intervention development, intervention implementation) and present data on PE process evaluation. To demonstrate the value of PE-based FCR redesign, future research should document its impact on FCR process measures (e.g. family engagement, round efficiency) and patient outcome measures (e.g. patient satisfaction).

Application of participatory ergonomics to the redesign of the family-centered rounds process

Science.gov (United States)

Xie, Anping; Carayon, Pascale; Cox, Elizabeth D.; Cartmill, Randi; Li, Yaqiong; Wetterneck, Tosha B.; Kelly, Michelle M.

2015-01-01

Participatory ergonomics (PE) can promote the application of human factors and ergonomics (HFE) principles to healthcare system redesign. This study applied a PE approach to redesigning the family-centered rounds (FCR) process to improve family engagement. Various FCR stakeholders (e.g., patients and families, physicians, nurses, hospital management) were involved in different stages of the PE process. HFE principles were integrated in both the content (e.g., shared mental model, usability, workload consideration, systems approach) and process (e.g., top management commitment, stakeholder participation, communication and feedback, learning and training, project management) of FCR redesign. We describe activities of the PE process (e.g., formation and meetings of the redesign team, data collection activities, intervention development, intervention implementation) and present data on PE process evaluation. To demonstrate the value of PE-based FCR redesign, future research should document its impact on FCR process measures (e.g., family engagement, round efficiency) and patient outcome measures (e.g., patient satisfaction). PMID:25777042

International Space Station (ISS) Potable Water Dispenser (PWD) Beverage Adapter (BA) Redesign

Science.gov (United States)

Edgerly, Rachel; Benoit, Jace; Shindo, David

2012-01-01

The Potable Water Dispenser used on the International Space Station (ISS) interfaces with food and drink packages using the Beverage Adapter and Needle. Unexpected leakage has been seen in this interface. The Beverage Adapter used on ]orbit was returned to the ground for Test, Teardown, and Evaluation. The results of that investigation prompted a redesign of the Beverage Adapter and Needle. The Beverage Adapter materials were changed to be more corrosion resistant, and the Needle was redesigned to preclude leakage. The redesigns have been tested and proven.

77 FR 35393 - Federal Management Regulation; FMR Bulletin PBS-2012-03; Redesignations of Federal Buildings

Science.gov (United States)

2012-06-13

... Management Regulation; FMR Bulletin PBS-2012-03; Redesignations of Federal Buildings AGENCY: Public Buildings... bulletin announces the designation and redesignation of three Federal buildings. Expiration Date: This bulletin announcement expires October 31, 2012. The building designation and redesignations remains in...

Redesigning a joint replacement program using Lean Six Sigma in a Veterans Affairs hospital.

Science.gov (United States)

Gayed, Benjamin; Black, Stephen; Daggy, Joanne; Munshi, Imtiaz A

2013-11-01

In April 2009, an analysis of joint replacement surgical procedures at the Richard L. Roudebush Veterans Affairs Medical Center, Indianapolis, Indiana, revealed that total hip and knee replacements incurred $1.4 million in non-Veterans Affairs (VA) care costs with an average length of stay of 6.1 days during fiscal year 2008. The Joint Replacement Program system redesign project was initiated following the Vision-Analysis-Team-Aim-Map-Measure-Change-Sustain (VA-TAMMCS) model to increase efficiency, decrease length of stay, and reduce non-VA care costs. To determine the effectiveness of Lean Six Sigma process improvement methods applied in a VA hospital. Perioperative processes for patients undergoing total joint replacement were redesigned following the VA-TAMMCS model--the VA's official, branded method of Lean Six Sigma process improvement. A multidisciplinary team including the orthopedic surgeons, frontline staff, and executive management identified waste in the current processes and initiated changes to reduce waste and increase efficiency. Data collection included a 1-year baseline period and a 20-month sustainment period. The primary endpoint was length of stay; a secondary analysis considered non-VA care cost reductions. Length of stay decreased 36% overall, decreasing from 5.3 days during the preproject period to 3.4 days during the 20-month sustainment period (P Lean and Six Sigma process improvement initiatives in a surgical practice, producing a 36% sustained reduction in length of stay and completely eliminating non-VA care for total hip and knee replacements while increasing total joint replacement volume at this medical center.

Organizational analysis and safety for utilities with nuclear power plants: perspectives for organizational assessment. Volume 2. [PWR; BWR

Energy Technology Data Exchange (ETDEWEB)

Osborn, R.N.; Olson, J.; Sommers, P.E.; McLaughlin, S.D.; Jackson, M.S.; Nadel, M.V.; Scott, W.G.; Connor, P.E.; Kerwin, N.; Kennedy, J.K. Jr.

1983-08-01

This two-volume report presents the results of initial research on the feasibility of applying organizational factors in nuclear power plant (NPP) safety assessment. Volume 1 of this report contains an overview of the literature, a discussion of available safety indicators, and a series of recommendations for more systematically incorporating organizational analysis into investigations of nuclear power plant safety. The six chapters of this volume discuss the major elements in our general approach to safety in the nuclear industry. The chapters include information on organizational design and safety; organizational governance; utility environment and safety related outcomes; assessments by selected federal agencies; review of data sources in the nuclear power industry; and existing safety indicators.

Two important general organizational factors: The organizational design of the safety work and the organization autocorrective system. The Italian way to improve them through criteria for the safety organizational rules

International Nuclear Information System (INIS)

Moramarco, C.

1997-01-01

A complex reality, such as a nuclear power plant, requires the maximum order in the methods of operation. A state of ''organizational confusion'' is the frequent root cause of many errors. An initial situation of organizational confusion, about one or more human allocated functions, generates further malfunctions or lacks and, what is worse, tolerates them because it makes them less visible. Order in the operators society can be improved by improving the quality of the safety organizational design and can be maintained with an effective autocorrective system. (author). 16 refs

Lean thinking across a hospital: redesigning care at the Flinders Medical Centre.

Science.gov (United States)

Ben-Tovim, David I; Bassham, Jane E; Bolch, Denise; Martin, Margaret A; Dougherty, Melissa; Szwarcbord, Michael

2007-02-01

Lean thinking is a method for organising complex production processes so as to encourage flow and reduce waste. While the principles of lean thinking were developed in the manufacturing sector, there is increasing interest in its application in health care. This case history documents the introduction and development of Redesigning Care, a lean thinking-based program to redesign care processes across a teaching general hospital. Redesigning Care has produced substantial benefits over the first two-and-a-half years of its implementation, making care both safer and more accessible. Redesigning Care has not been aimed at changing the specifics of clinical practice. Rather, it has been concerned with improving the flow of patients through clinical and other systems. Concepts that emerged in the manufacturing sector have been readily translatable into health care. Lean thinking may play an important role in the reform of health care in Australia and elsewhere.

A study in usability: redesigning a health sciences library's mobile site.

Science.gov (United States)

Rosario, Jovy-Anne; Ascher, Marie T; Cunningham, Diana J

2012-01-01

A mobile site redesign was conducted at a medium-sized academic health sciences library with the goal of creating a site that meets the mobile information needs of its users. The redesign phases included (1) needs assessment, (2) usability testing, and (3) site design. The survey results showed that Apple devices were the most prevalent; the most desirable activities performed on a mobile site were searching for articles, accessing full-text articles and e-books, searching databases, and searching the catalog. These activities guided the development of the usability testing tasks and the redesign. All phases were completed within six months, and the total project cost was $50 for incentive purchases. Copyright © Taylor & Francis Group, LLC

Aerodynamic Analysis and Three-Dimensional Redesign of a Multi-Stage Axial Flow Compressor

Directory of Open Access Journals (Sweden)

Tao Ning

2016-04-01

Full Text Available This paper describes the introduction of three-dimension (3-D blade designs into a 5-stage axial compressor with multi-stage computational fluid dynamic (CFD methods. Prior to a redesign, a validation study is conducted for the overall performance and flow details based on full-scale test data, proving that the multi-stage CFD applied is a relatively reliable tool for the analysis of the follow-up redesign. Furthermore, at the near stall point, the aerodynamic analysis demonstrates that significant separation exists in the last stator, leading to the aerodynamic redesign, which is the focus of the last stator. Multi-stage CFD methods are applied throughout the three-dimensional redesign process for the last stator to explore their aerodynamic improvement potential. An unconventional asymmetric bow configuration incorporated with leading edge re-camber and re-solidity is employed to reduce the high loss region dominated by the mainstream. The final redesigned version produces a 13% increase in the stall margin while maintaining the efficiency at the design point.

QUALITY OF INTER-ORGANIZATIONAL SYSTEM (IOS FRAMEWORK FOR SUPPLY CHAIN MANAGEMENT (SCM: STUDY OF SIX COLLABORATIVE FACTORS FROM SUPPLIER AND CUSTOMER PERSPECTIVES

Directory of Open Access Journals (Sweden)

Miloš Mihajlović

2010-09-01

Full Text Available This paper has identified a research gap to study how organizations collaborate together to adopt Inter- Organizational System (IOS for Supply Chain Management (SCM. We propose such a framework and then use four theories, namely resource dependency theory, organizational theory, actor-network theory and negotiated order theory, to understand how the framework supports management collaboration and interaction in the adoption of an IOS. This adoption framework is proposed to better study how senior management staff, from both supplier and customer perspectives, collaborate and interact in the IOS adoption process. The framework has been constructed from the literature identifying six major aspects for consideration namely: inter and intra organizational collaboration; strategic management approaches; supply chain design (SCD; business process redesign/reengineering (BPR; information systems (IS / information technology (IT architecture and external environmental factors. From customer and supplier perspectives the adoption of IOS for SCM, makes a significant contribution to knowledge in this field.

Connecting the dots: interprofessional health education and delivery system redesign at the Veterans Health Administration.

Science.gov (United States)

Gilman, Stuart C; Chokshi, Dave A; Bowen, Judith L; Rugen, Kathryn Wirtz; Cox, Malcolm

2014-08-01

Health systems around the United States are embracing new models of primary care using interprofessional team-based approaches in pursuit of better patient outcomes, higher levels of satisfaction among patients and providers, and improved overall value. Less often discussed are the implications of new models of care for health professions education, including education for physicians, nurse practitioners, physician assistants, and other professions engaged in primary care. Described here is the interaction between care transformation and redesign of health professions education at the largest integrated delivery system in the United States: the Veterans Health Administration (VA). Challenges and lessons learned are discussed in the context of a demonstration initiative, the VA Centers of Excellence in Primary Care Education. Five sites, involving VA medical centers and their academic affiliates in Boise, Cleveland, San Francisco, Seattle, and West Haven, introduced interprofessional primary care curricula for resident physicians and nurse practitioner students beginning in 2011. Implementation struggles largely revolved around the operational logistics and cultural disruption of integrating educational redesign for medicine and nursing and facilitating the interface between educational and clinical activities. To realize new models for interprofessional teaching, faculty, staff, and trainees must understand the histories, traditions, and program requirements across professions and experiment with new approaches to achieving a common goal. Key recommendations for redesign of health professions education revolve around strengthening the union between interprofessional learning, team-based practice, and high-value care.

Organizational culture and organizational commitment: Serbian case

Directory of Open Access Journals (Sweden)

Mitić Siniša

2016-01-01

Full Text Available The paper presents the results of the impact of certain dimensions of organizational culture (Future Orientation, Power Distance, Human Orientation and Performance Orientation on organizational commitment in companies in Serbia. Through a survey, responses were obtained from a total of N = 400 middle managers from 129 companies. The results show a statistically significant correlation between the observed dimensions of organizational culture and organizational commitment dimensions. Also, there is a statistically significant predictive effect of certain dimensions of organizational culture on the dimensions of organizational commitment. The biggest influences on the dimensions of organizational commitment have dimensions Future Orientation - FO and Performance Orientation - PO. On the other hand, under the most affected dimension of organizational culture is the dimension of organizational commitment Organizational identification - OCM1.

Scaling up implementation of ART: Organizational culture and early mortality of patients initiated on ART in Nairobi, Kenya.

Science.gov (United States)

Ayah, Richard

2018-01-01

Scaling up the antiretroviral (ART) program in Kenya has involved a strategy of using clinical guidelines coupled with decentralization of treatment sites. However decentralization pushes clinical responsibility downwards to health facilities run by lower cadre staff. Whether the organizational culture in health facilities affects the outcomes despite the use of clinical guidelines has not been explored. This study aimed to demonstrate the relationship between organizational culture and early mortality and those lost to follow up (LTFU) among patients enrolled for HIV care. A stratified sample of 31 health facilities in Nairobi County offering ART services were surveyed. Data of patients enrolled on ART and LTFU for the 12 months ending 30th June 2013 were abstracted. Mortality and LTFU were determined and used to rank health facilities. In the facilities with the lowest and highest mortality and LTFU key informant interviews were conducted using a tool adapted from team climate assessment measurement questionnaire and competing value framework tool to assess organizational culture. The strength of association between early mortality, LTFU and organizational culture was tested. Half (51.8%) of the 5,808 patients enrolled into care in 31 health facilities over the 12-month study period were started on ART. Of these 48 (1.6% 95% CI 0.8%-2.4%) died within three months of starting treatment, while a further 125 (4.2% 95% CI 2.1%-6.6%) were LTFU giving an attrition rate of 5.7% (95% CI 3.3%-8.6%). Tuberculosis was the most common comorbidity associated with high early mortality and high LTFU. Organizational culture, specifically an adhocratic type was found to be associated with low early mortality and low LTFU of patients enrolled for HIV care (P = 0.034). The use of ART clinical guidelines in a decentralized health systems are not sufficient to achieve required service delivery outcomes. The attrition rate above would mean 85,000 Kenyans missing care based on current

Redesigning a clinical mentoring program for improved outcomes in the clinical training of clerks

OpenAIRE

Lin, Chia-Der; Lin, Blossom Yen-Ju; Lin, Cheng-Chieh; Lee, Cheng-Chun

2015-01-01

Introduction: Mentorship has been noted as critical to medical students adapting to clinical training in the medical workplace. A lack of infrastructure in a mentoring program might deter relationship building between mentors and mentees. This study assessed the effect of a redesigned clinical mentoring program from the perspective of clerks. The objective was to assess the benefits of the redesigned program and identify potential improvements.Methods: A redesigned clinical mentoring program ...

Adoption and resistance: reflections on human, organizational, and information technologies in picture archive and communication systems (PACS)

Science.gov (United States)

Sappington, Rodney W.

2005-04-01

In research conducted at academic and community hospitals in the United States since 2001, this paper examines complex human and technological relationships employed to renegotiate behavior within hospital administrative and clinical cultures. In the planning and implementation of PACS in a four-facility hospital we will enter into what can be described as processes of "adoption" and "resistance", seemingly opposite approaches to system implementation, which I argue are in fact key responses to planning, design, and customization of imaging and information systems in a context of convergence. In a larger context of convergence known as NBIC tools (nanotechnology, biotechnology, information technology, and cognitive sciences) it has become increasingly clear to leaders in the field that it is essential to redesign organizational technologies. A novel system has little chance of being fully utilized by conventional organizational structures in an era of system convergence. The challenge of embracing a larger systems perspective lies in opening untapped potential within the healthcare enterprise by preparing the ground for reflection on new approaches to training, and bridging specialized knowledge across computer engineering, clinical decision making, and organizational perspectives for the benefit of patient care. Case studies will demonstrate how organizational and system design technologies are crucial in insuring that PACS implementation strategies can encourage the emergence of new levels of quality for patient care. The goal is to provide successful design-build models that are true to organizational specificity, persons, and clinical practices undergoing change and uncertainty.

Does a grill menu redesign influence sales, nutrients purchased, and consumer acceptance in a worksite cafeteria?

Directory of Open Access Journals (Sweden)

Maya K. Vadiveloo

2017-12-01

Full Text Available Worksite cafeterias are compelling venues to improve diet quality through environmental changes.We conducted a pre-post study to evaluate how a cafeteria-initiated grill menu redesign influenced sales, revenue, and nutrient content of foods purchased. Secondly, we evaluated consumer opinions about menu changes to inform practices for worksite environment interventions. Monthly sales data (2012–2015 were used to compute gross sales and revenue of entrées and side dishes pre-post menu changes. Alternative protein sources replaced red meat; nutrient composition and nutrients purchased were compared using Food Pro software. Consumer responses were queried using online surveys; open-ended responses were analyzed using NVivo. Differences in sales and nutrient content pre-post menu redesign were tested with Wilcoxon Rank Sum tests. Gross sales of entrées (61 vs. 222servings/month; p=0.01 and side dishes (120 vs. 365servings/month; p=0.001 increased more than three-fold post-menu changes. Revenue from entrées (312 vs. 1144USD/month; p=0.01 and side dishes (238 vs. 914USD/month; p=0.001 also increased; per entrée, consumers purchased significantly more unsaturated fat (5g, and less saturated fat (3g and sodium (100mg. For side dishes, they purchased fewer calories (48kcal and unsaturated fat (2.9g, but more fiber (1.8g, and sodium (260mg. Four themes emerged from consumer responses: the importance of 1 variety, novelty, choice; 2 cost, affordability, value; 3 health; and 4 food quality, taste. Menu redesign can improve nutrient content, while also increasing sales and revenue. Multi-dimensional assessment of the nutritional, consumer, and retailer implications is desirable practice for enacting similar environmental changes. Keywords: Worksite health promotion, Food environment change, Consumer satisfaction, Menu redesign, Sales and revenue

76 FR 54772 - Federal Management Regulation; FMR Bulletin PBS-2011-B2; Redesignations of Federal Buildings

Science.gov (United States)

2011-09-02

... Management Regulation; FMR Bulletin PBS-2011-B2; Redesignations of Federal Buildings AGENCY: Public Buildings... announces the designation and redesignation of two Federal buildings. Expiration Date: This bulletin announcement expires January 31, 2012. The building designation and redesignation remains in effect until...

75 FR 69080 - Federal Management Regulation; FMR Bulletin PBS-2010-B5; Redesignations of Federal Buildings

Science.gov (United States)

2010-11-10

... Management Regulation; FMR Bulletin PBS-2010-B5; Redesignations of Federal Buildings AGENCY: Public Buildings... announces the designation and redesignation of two Federal buildings. DATES: Expiration Date: This bulletin announcement expires April 30, 2011. The building designation and redesignation remains in effect until...

76 FR 6792 - Federal Management Regulation; FMR Bulletin PBS-2011-B1; Redesignations of Federal Buildings

Science.gov (United States)

2011-02-08

... Management Regulation; FMR Bulletin PBS-2011-B1; Redesignations of Federal Buildings AGENCY: Public Buildings... announces the redesignations of three Federal buildings. DATES: Expiration Date: This bulletin announcement expires June 30, 2011. The building redesignations remain in effect until canceled or superseded by...

Redesigning Schools to Raise Achievement. Where We Stand. Item Number 39-0232

Science.gov (United States)

American Federation of Teachers, 2006

2006-01-01

This document contains resolution text adopted by the American Federation of Teachers (AFT) in July 1998 regarding Redesigning Low-Performing Schools. A Question & Answer section follows the resolution, addressing the following issues: (1) Union support for redesign or closure of low-performing schools; (2) Indicators of low-performing schools…

Organizational learning and organizational design

OpenAIRE

Curado, Carla

2006-01-01

Literature review Approach This paper explores a new idea presenting the possible relationship between organizational learning and organizational design. The establishment of this relation is based upon extensive literature review. Findings Organizational learning theory has been used to understand several organizational phenomena, like resources and competencies, tacit knowledge or the role of memory in the organization; however, it is difficult to identify fits and consequent misf...

Application of Computer Simulation Modeling to Medication Administration Process Redesign

OpenAIRE

Huynh, Nathan; Snyder, Rita; Vidal, Jose M.; Tavakoli, Abbas S.; Cai, Bo

2012-01-01

The medication administration process (MAP) is one of the most high-risk processes in health care. MAP workflow redesign can precipitate both unanticipated and unintended consequences that can lead to new medication safety risks and workflow inefficiencies. Thus, it is necessary to have a tool to evaluate the impact of redesign approaches in advance of their clinical implementation. This paper discusses the development of an agent-based MAP computer simulation model that can be used to assess...

Application of Computer Simulation Modeling to Medication Administration Process Redesign

Directory of Open Access Journals (Sweden)

Nathan Huynh

2012-01-01

Full Text Available The medication administration process (MAP is one of the most high-risk processes in health care. MAP workflow redesign can precipitate both unanticipated and unintended consequences that can lead to new medication safety risks and workflow inefficiencies. Thus, it is necessary to have a tool to evaluate the impact of redesign approaches in advance of their clinical implementation. This paper discusses the development of an agent-based MAP computer simulation model that can be used to assess the impact of MAP workflow redesign on MAP performance. The agent-based approach is adopted in order to capture Registered Nurse medication administration performance. The process of designing, developing, validating, and testing such a model is explained. Work is underway to collect MAP data in a hospital setting to provide more complex MAP observations to extend development of the model to better represent the complexity of MAP.

75 FR 44264 - Federal Management Regulation; FMR Bulletin PBS-2010-B4; Redesignation of Federal Building

Science.gov (United States)

2010-07-28

... Management Regulation; FMR Bulletin PBS-2010-B4; Redesignation of Federal Building AGENCY: Public Buildings... announces the redesignation of a Federal building. DATES: Expiration Date: This bulletin expires December 31, 2010. However, the building redesignation announced by this bulletin will remain in effect until...

Designing and redesigning medical telecare services: a forces-oriented model.

Science.gov (United States)

Gortzis, L G

2007-01-01

Medical telecare services' designing and redesigning still remains a challenging issue since it often depends on how a number of socio-technological issues are framed. This work has two key objectives; the former is to theoretically analyze the nature of a telecare environment by developing a model that reveals potential areas of analysis and the latter is to support designing and redesigning medical telecare services by formulating a strategy as well as a number of 'state of the art' guidelines. We have extended Leavitt's diamond to develop a model capable of accurately reflecting the telecare environment building dimensions as well as their interactions. This model depends on the i) technology, ii) collaborators, iii) tasks, iv) structure, v) social forces, and the vi) procedure dimensions. Taking this model as a core element we have proposed a service designing and redesigning strategy formulating, in parallel, six scalable dimension-oriented guidelines. During the two-year period (2003-2005) an enormous amount of data was collected (by active participating in two EU projects, by conducting semistructured interviews, by performing onsite observations as well as by reviewing 78 previous projects) and classified, structuring six guidelines. These guidelines can be considered as the 'state of the art' to support future services' design and redesign. This work considering the telecare environment as a multi-dimensional, operational organization has put the focus on accurate telecare services' design and redesign. The parameters are not limited, by any means, and are drawn from experience of designing services in a variety of telecare domains. The optimal parameter combination must be chosen according to the aim of each telecare procedure. Further research is needed to determine the minimum parameters to support telecare service design.

Learning to Redesign Teacher Education: A Conceptual Framework to Support Program Change

Science.gov (United States)

Anagnostopoulos, Dorothea; Levine, Thomas; Roselle, Rene; Lombardi, Allison

2018-01-01

University-based teacher education faces intensifying pressure to prove its effectiveness. This has prompted renewed interest in program redesign. In this article, we argue that enacting meaningful redesign requires university-based teacher educators to learn new ways of thinking and acting not only with teacher candidates but also with their…

Organizational Performance: Integration of the Value, Rarity, Imitability and Organization Framework in Project Management

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Ronielton Rezende Oliveira

2017-08-01

Full Text Available Organizational performance is often associated with competitive advantage. In strategy studie saimed at expanding communication on a global vision of organizations and their initiatives, strategic project management stands out, whichis related to the mechanisms and set of management decisions that determine long term organizational performance. This study verify how the Resource-based view adds value to organizational initiatives seeking to achieve organizational performance through projects. The study considers strategic management practiced by the project managers o asto present a conceptual framework with four propositions that demonstrate the integration of the Value, Rarity, Imitability and Organization framework with project management and its relations to organizational performance.

Mandated Preparation Program Redesign: Kentucky Case

Science.gov (United States)

Browne-Ferrigno, Tricia

2013-01-01

This case study presents a chronicle of events spanning a decade in Kentucky that led to state policy changes for principal preparation and details the response to those mandated changes by professors at the University of Kentucky. Professors' collaborative efforts resulted in a new teacher leadership program and redesigned principal certification…

76 FR 59600 - Approval and Promulgation of Air Quality Implementation Plans; Indiana; Redesignation of Lake and...

Science.gov (United States)

2011-09-27

...] Approval and Promulgation of Air Quality Implementation Plans; Indiana; Redesignation of Lake and Porter... redesignation of the Lake and Porter Counties, Indiana portion (Lake and Porter Counties) of the Chicago-Gary... or standard). EPA is proposing to approve the redesignation request for Lake and Porter Counties...

System redesign of the immunization supply chain: Experiences from Benin and Mozambique.

Science.gov (United States)

Prosser, Wendy; Jaillard, Philippe; Assy, Emmanuelle; Brown, Shawn T; Matsinhe, Graça; Dekoun, Mawutondji; Lee, Bruce Y

2017-04-19

Evidence suggests that immunization supply chains are becoming outdated and unable to deliver needed vaccines due to growing populations and new vaccine introductions. Redesigning a supply chain could result in meeting current demands. The Ministries of Health in Benin in Mozambique recognized known barriers to the immunization supply chain and undertook a system redesign to address those barriers. Changes were made to introduce an informed push system while consolidating storage points, introducing transport loops, and increasing human resource capacity for distribution. Evaluations were completed in each country. Evaluation in each country indicated improved performance of the supply chain. The Effective Vaccine Management (EVM) assessment in Benin documented notable improvements in the distribution criteria of the tool, increasing from 40% to 100% at the district level. In Mozambique, results showed reduced stockouts at health facility level from 79% at baseline to less than 1% at endline. Coverage rates of DTP3 also increased from 68.9% to 92.8%. Benin and Mozambique are undertaking system redesign in order to respond to constraints identified in the vaccine supply chain. Results and learnings show improvements in supply chain performance and make a strong case for system redesign. These countries demonstrate the feasibility of system redesign for other countries considering how to address outdated supply chains. Copyright © 2017 The Author(s). Published by Elsevier Ltd.. All rights reserved.

Lean Six Sigma implementation and organizational culture.

Science.gov (United States)

Knapp, Susan

2015-01-01

The purpose of this paper is to examine the relationship between four organizational cultural types defined by the Competing Values Framework and three Lean Six Sigma implementation components - management involvement, use of Lean Six Sigma methods and Lean Six Sigma infrastructure. The study involved surveying 446 human resource and quality managers from 223 hospitals located in Maine, New Hampshire, Vermont, Massachusetts and Rhode Island using the Organizational Culture Assessment Instrument. Findings - In total, 104 completed responses were received and analyzed using multivariate analysis of variance. Follow-up analysis of variances showed management support was significant, F(3, 100)=4.89, p cultures having significant interactions with management support. The relationship between organizational culture and Lean Six Sigma in hospitals provides information on how specific cultural characteristics impact the Lean Six Sigma initiative key components. This information assists hospital staff who are considering implementing quality initiatives by providing an understanding of what cultural values correspond to effective Lean Six Sigma implementation. Managers understanding the quality initiative cultural underpinnings, are attentive to the culture-shared values and norm's influence can utilize strategies to better implement Lean Six Sigma.

Methodology and findings of the NRC's materials licensing process redesign

International Nuclear Information System (INIS)

Rathbun, P.A.; Brown, K.D.; Madera, J.R.; Moriarty, M.; Pelchat, J.M.; Usilton, W.K.; Whitten, J.E.; Vacca, P.C.

1996-04-01

This report describes the work and vision of the team chartered to redesign the process for licensing users of nuclear materials. The Business Process Redesign team was chartered to improve the speed of the existing licensing process while maintaining or improving public safety and to achieve required resource levels. The report describes the team's methods for acquiring and analyzing information about the existing materials licensing process and the steps necessary to radically change this process to the envisioned future process

Reinventing the Wheel: One Program's Approach to Redesign of Didactic Courses.

Science.gov (United States)

Hudak, Nicholas M; Scott, Victoria; Spear, Sherrie B; Hills, Karen J

2015-12-01

Curriculum and course redesign are expected and intentional efforts in health professions education. For physician assistant (PA) education, ongoing program self-assessment is a required accreditation standard and may guide deliberate changes within curriculum. The purpose of this article is to describe one PA program’s approach to the redesign of 4 courses into 3 courses that span the entire didactic phase. Significant lessons learned include the importance of planning ahead, identifying key players, documenting the process as part of ongoing self-assessment, competency mapping, and being prepared to make real-time modifications and changes based on course evaluations and faculty feedback. Our approach and guiding principles to the successful redesign of the didactic courses may provide both established and new PA educational programs with useful methods to apply in their own unique curricula.

Investigating the relationship between employees’ empowerment and organizational commitment with organizational health mediation in Tehran Municipality, Revenue Recognition and Collection department

Directory of Open Access Journals (Sweden)

B. Movahedi

2016-07-01

Full Text Available In today’s leading organizations, employees’ empowerment is considered as a significant issue in human resource management cycle and it has become a central theme of management functions and practices. The present study aimed to investigate the relationship between empowerment of staffs and organizational commitment with organizational health mediation. The results showed that there is a relationship between staffs empowerment and organizational commitment, and the aspects of empowerment (competence, effectiveness, autonomy, trust, choice right are also associated with organizational commitment and that the variable of organizational health plays a mediation role in the relationship between staffs’ empowerment and organizational commitment in the office of revenue recognition and collection in Tehran Municipality. This research is of descriptive type. To analyze the data, initially the normality of data was examined by using Kolmogorov-Smirnov test, and then assumptions were evaluated by using the model of structural equations and LISREL software.

Organizational commitment among general practitioners: a cross-sectional study of the role of psychosocial factors.

Science.gov (United States)

Kuusio, Hannamaria; Heponiemi, Tarja; Sinervo, Timo; Elovainio, Marko

2010-06-01

To examine whether general practitioners (GP) working in primary health care have lower organizational commitment compared with physicians working in other health sectors. The authors also tested whether psychosocial factors (job demands, job control, and colleague consultation) explain these differences in commitment between GPs and other physicians. Cross-sectional postal questionnaire. Setting and participants. A postal questionnaire was sent to a random sample of physicians (n = 5000) drawn from the Finnish Association database in 2006. A total of 2841 physicians (response rate 57%) returned the questionnaire, of which 2657 (545 GPs and 2090 other physicians) fulfilled all the participant criteria. Organizational commitment was measured with two different indicators: intention to change jobs and low affective commitment. GPs were less committed to their organizations than other physicians. Work-related psychosocial factors (high job demands, low job control, and poor colleague consultation) were all significant risk factors for low organizational commitment. The evidence collected suggests that policies that reduce psychological demands, such as job demands and low control, may contribute to better organizational commitment and, thus, alleviate the shortages of physicians in primary care. Furthermore, giving GPs a stronger say in decisions concerning their work and providing them with more variety in work tasks may even improve the quality of primary care. The strategies for workplace development should focus on redesigning jobs and identifying GPs at higher risk, such as those with especially high job strain.

Course Redesign: An Evidence-Based Approach

Science.gov (United States)

Nomme, Kathy; Birol, Gülnur

2014-01-01

A first year non-majors biology course, with an enrollment of around 440 students, has been redesigned from a course of traditional content and teaching style to one that emphasizes biological concepts in current global issues and incorporates active learning strategies. We were informed by the education literature incorporating many aspects of…

Costing analysis and anthropological assessment of the vaccine supply chain system redesign in the Comé District (Benin).

Science.gov (United States)

Huang, Xiao Xian; Guillermet, Elise; Le Gargasson, Jean-Bernard; Alfa, Daleb Abdoulaye; Gbodja, Romule; Sossou, Adanmavokin Justin; Jaillard, Phillippe

2017-04-19

At the end of 2013, a pilot experiment was carried out in Comé health zone (HZ) in an attempt to optimize the vaccine supply chain. Four commune vaccine storage facilities were replaced by one central HZ facility. This study evaluated the incremental financial needs for the establishment of the new system; compared the economic cost of the supply chain in the Comé HZ before and after the system redesign; and analyzed the changes induced by the pilot project in immunization logistics management. The purposive sampling method was used to draw a sample from 37 health facilities in the zone for costing evaluation. Data on inputs and prices were collected retrospectively for 2013 and 2014. The analysis used an ingredient-based approach. In addition, 44 semi-structured interviews with health workers for anthropological analysis were completed in 2014. The incremental financial costs amounted to US$55,148, including US$50,605 for upfront capital investment and US$4543 for ongoing recurrent costs. Annual economic cost per dose administered (including all vaccines distributed through the Expanded Program on Immunization (EPI)) in the Comé HZ increased from US$0.09 before system redesign to US$0.15 after implementation, mainly due to a high initial investment and the operational cost of HZ mobile warehouse. Interviews with health workers suggested that the redesigned system was associated with improvements in motivation and professional awareness due to training, supportive supervision, and improved work conditions. The system redesign involved a considerable investment at HZ level. Benefits were found in the reduction of transportation costs to health posts (HP) and commune health center (CHC) levels, and the strengthening of health workers professional skills at all levels in Comé. The redesigned system contributed to a decrease in funding needs at HP and CHC levels. The benefits of the investment need to be examined after the introduction of new vaccines and after a

Redesigning Menstrual Education Programs Using Attitudes toward Menstruation.

Science.gov (United States)

Kieren, Dianne K.

1992-01-01

Critiques current menstrual education efforts and reviews current data about the nature of adolescent girls' attitudes toward menstruation as the basis for redesigning comprehensive, effective menstrual education programs. (Author)

Does a grill menu redesign influence sales, nutrients purchased, and consumer acceptance in a worksite cafeteria?

OpenAIRE

Maya K. Vadiveloo; Vasanti S. Malik; Donna Spiegelman; Walter C. Willett; Josiemer Mattei

2017-01-01

Worksite cafeterias are compelling venues to improve diet quality through environmental changes.We conducted a pre-post study to evaluate how a cafeteria-initiated grill menu redesign influenced sales, revenue, and nutrient content of foods purchased. Secondly, we evaluated consumer opinions about menu changes to inform practices for worksite environment interventions. Monthly sales data (2012–2015) were used to compute gross sales and revenue of entrées and side dishes pre-post menu changes....

High School Redesign Gets Presidential Lift

Science.gov (United States)

Adams, Caralee J.

2013-01-01

President Barack Obama applauded high school redesign efforts in his State of the Union address and encouraged districts to look to successful models for inspiration. Last week, he followed up with a request in his fiscal 2014 budget proposal for a new, $300 million competitive-grant program. Recognition is widespread that high schools need to…

Redesigning ambulatory care business processes supporting clinical care delivery.

Science.gov (United States)

Patterson, C; Sinkewich, M; Short, J; Callas, E

1997-04-01

The first step in redesigning the health care delivery process for ambulatory care begins with the patient and the business processes that support the patient. Patient-related business processes include patient access, service documentation, billing, follow-up, collection, and payment. Access is the portal to the clinical delivery and care management process. Service documentation, charge capture, and payment and collection are supporting processes to care delivery. Realigned provider networks now demand realigned patient business services to provide their members/customers/patients with improved service delivery at less cost. Purchaser mandates for cost containment, health maintenance, and enhanced quality of care have created an environment where every aspect of the delivery system, especially ambulatory care, is being judged. Business processes supporting the outpatient are therefore being reexamined for better efficiency and customer satisfaction. Many health care systems have made major investments in their ambulatory care environment, but have pursued traditional supporting business practices--such as multiple access points, lack of integrated patient appointment scheduling and registration, and multiple patient bills. These are areas that are appropriate for redesign efforts--all with the customer's needs and convenience in mind. Similarly, setting unrealistic expectations, underestimating the effort required, and ignoring the human elements of a patient-focused business service redesign effort can sabotage the very sound reasons for executing such an endeavor. Pitfalls can be avoided if a structured methodology, coupled with a change management process, are employed. Deloitte & Touche Consulting Group has been involved in several major efforts, all with ambulatory care settings to assist with the redesign of their business practices to consider the patient as the driver, instead of the institution providing the care.

A Lightweight Structure Redesign Method Based on Selective Laser Melting

Directory of Open Access Journals (Sweden)

Li Tang

2016-11-01

Full Text Available The purpose of this paper is to present a new design method of lightweight parts fabricated by selective laser melting (SLM based on the “Skin-Frame” and to explore the influence of fabrication defects on SLM parts with different sizes. Some standard lattice parts were designed according to the Chinese GB/T 1452-2005 standard and manufactured by SLM. Then these samples were tested in an MTS Insight 30 compression testing machine to study the trends of the yield process with different structure sizes. A set of standard cylinder samples were also designed according to the Chinese GB/T 228-2010 standard. These samples, which were made of iron-nickel alloy (IN718, were also processed by SLM, and then tested in the universal material testing machine INSTRON 1346 to obtain their tensile strength. Furthermore, a lightweight redesigned method was researched. Then some common parts such as a stopper and connecting plate were redesigned using this method. These redesigned parts were fabricated and some application tests have already been performed. The compression testing results show that when the minimum structure size is larger than 1.5 mm, the mechanical characteristics will hardly be affected by process defects. The cylinder parts were fractured by the universal material testing machine at about 1069.6 MPa. These redesigned parts worked well in application tests, with both the weight and fabrication time of these parts reduced more than 20%.

Impact of organizational climate on organizational commitment and perceived organizational performance: empirical evidence from public hospitals.

Science.gov (United States)

Berberoglu, Aysen

2018-06-01

Extant literature suggested that positive organizational climate leads to higher levels of organizational commitment, which is an important concept in terms of employee attitudes, likewise, the concept of perceived organizational performance, which can be assumed as a mirror of the actual performance. For healthcare settings, these are important matters to consider due to the fact that the service is delivered thoroughly by healthcare workers to the patients. Therefore, attitudes and perceptions of the employees can influence how they deliver the service. The aim of this study was to evaluate healthcare employees' perceptions of organizational climate and test the hypothesized impact of organizational climate on organizational commitment and perceived organizational performance. The study adopted a quantitative approach, by collecting data from the healthcare workers currently employed in public hospitals in North Cyprus, utilizing a self-administered questionnaire. Collected data was analyzed with the help of Statistical Package for Social Sciences, and ANOVA and Linear Regression analyses were used to test the hypothesis. Results revealed that organizational climate is highly correlated with organizational commitment and perceived organizational performance. Simple linear regression outcomes indicated that organizational climate is significant in predicting organizational commitment and perceived organizational performance. There was a positive and linear relationship between organizational climate with organizational commitment and perceived organizational performance. Results from the regression analysis suggested that organizational climate has an impact on predicting organizational commitment and perceived organizational performance of the employees in public hospitals of North Cyprus. Organizational climate was found to be statistically significant in determining the organizational commitment of the employees. The results of the study provided some critical

From Telecourses to Online Courses: A Story of Redesign | Du cours télévisé au cours en ligne : une histoire de redesign

Directory of Open Access Journals (Sweden)

Claude Potvin

2015-11-01

Full Text Available This case deals with the redesign of a standard telecourse - printed material, professional studio video recordings and phone tutoring – into an online course. The redesign involved an adjunct professor in the Humanities having some experience in distance education but little with learning technologies. It was a two-year project including the grant application process. The main issues included replacing television-based content with multimedia content; understanding the complexity of interactions between materials, students, and tutors; and adapting traditional assessment approaches to online instruments and methods.

HUBUNGAN PERCEIVED ORGANIZATIONAL SUPPORT TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR MELALUI ORGANIZATIONAL COMMITMENT PADA BEBERAPA PUSKESMAS DI DKI JAKARTA

Directory of Open Access Journals (Sweden)

Catalia Rafsiah Sari Sari

2015-03-01

relationship Perceived Organizational Support on Organizational Citizenship Behavior through Organizational Commitment. Keywords: Perceived Organizational Support, Organizational Citizenship Behavior,Organizational Commitment

Redesigning photosynthesis to sustainably meet global food and bioenergy demand

Science.gov (United States)

Ort, Donald R.; Merchant, Sabeeha S.; Alric, Jean; Barkan, Alice; Blankenship, Robert E.; Bock, Ralph; Croce, Roberta; Hanson, Maureen R.; Hibberd, Julian M.; Long, Stephen P.; Moore, Thomas A.; Moroney, James; Niyogi, Krishna K.; Parry, Martin A. J.; Peralta-Yahya, Pamela P.; Prince, Roger C.; Redding, Kevin E.; Spalding, Martin H.; van Wijk, Klaas J.; Vermaas, Wim F. J.; von Caemmerer, Susanne; Weber, Andreas P. M.; Yeates, Todd O.; Yuan, Joshua S.; Zhu, Xin Guang

2015-01-01

The world’s crop productivity is stagnating whereas population growth, rising affluence, and mandates for biofuels put increasing demands on agriculture. Meanwhile, demand for increasing cropland competes with equally crucial global sustainability and environmental protection needs. Addressing this looming agricultural crisis will be one of our greatest scientific challenges in the coming decades, and success will require substantial improvements at many levels. We assert that increasing the efficiency and productivity of photosynthesis in crop plants will be essential if this grand challenge is to be met. Here, we explore an array of prospective redesigns of plant systems at various scales, all aimed at increasing crop yields through improved photosynthetic efficiency and performance. Prospects range from straightforward alterations, already supported by preliminary evidence of feasibility, to substantial redesigns that are currently only conceptual, but that may be enabled by new developments in synthetic biology. Although some proposed redesigns are certain to face obstacles that will require alternate routes, the efforts should lead to new discoveries and technical advances with important impacts on the global problem of crop productivity and bioenergy production. PMID:26124102

The Mediating Role of Organizational Learning in the Relationship of Organizational Intelligence and Organizational Agility.

Science.gov (United States)

Bahrami, Mohammad Amin; Kiani, Mohammad Mehdi; Montazeralfaraj, Raziye; Zadeh, Hossein Fallah; Zadeh, Morteza Mohammad

2016-06-01

Organizational learning is defined as creating, absorbing, retaining, transferring, and application of knowledge within an organization. This article aims to examine the mediating role of organizational learning in the relationship of organizational intelligence and organizational agility. This analytical and cross-sectional study was conducted in 2015 at four teaching hospitals of Yazd city, Iran. A total of 370 administrative and medical staff contributed to the study. We used stratified-random method for sampling. Required data were gathered using three valid questionnaires including Alberkht (2003) organizational intelligence, Neefe (2001) organizational learning, and Sharifi and Zhang (1999) organizational agility questionnaires. Data analysis was done through R and SPSS 18 statistical software. The results showed that organizational learning acts as a mediator in the relationship of organizational intelligence and organizational agility (path coefficient = 0.943). Also, organizational learning has a statistical relationship with organizational agility (path coefficient = 0.382). Our findings suggest that the improvement of organizational learning abilities can affect an organization's agility which is crucial for its survival.

Organizational impact of evidence-informed decision making training initiatives: a case study comparison of two approaches.

Science.gov (United States)

Champagne, François; Lemieux-Charles, Louise; Duranceau, Marie-France; MacKean, Gail; Reay, Trish

2014-05-02

The impact of efforts by healthcare organizations to enhance the use of evidence to improve organizational processes through training programs has seldom been assessed. We therefore endeavored to assess whether and how the training of mid- and senior-level healthcare managers could lead to organizational change. We conducted a theory-driven evaluation of the organizational impact of healthcare leaders' participation in two training programs using a logic model based on Nonaka's theory of knowledge conversion. We analyzed six case studies nested within the two programs using three embedded units of analysis (individual, group and organization). Interviews were conducted during intensive one-week data collection site visits. A total of 84 people were interviewed. We found that the impact of training could primarily be felt in trainees' immediate work environments. The conversion of attitudes was found to be easier to achieve than the conversion of skills. Our results show that, although socialization and externalization were common in all cases, a lack of combination impeded the conversion of skills. We also identified several individual, organizational and program design factors that facilitated and/or impeded the dissemination of the attitudes and skills gained by trainees to other organizational members. Our theory-driven evaluation showed that factors before, during and after training can influence the extent of skills and knowledge transfer. Our evaluation went further than previous research by revealing the influence--both positive and negative--of specific organizational factors on extending the impact of training programs.

Methodology and findings of the NRC`s materials licensing process redesign

Energy Technology Data Exchange (ETDEWEB)

Rathbun, P.A.; Brown, K.D.; Madera, J.R.; Moriarty, M.; Pelchat, J.M.; Usilton, W.K.; Whitten, J.E.; Vacca, P.C.

1996-04-01

This report describes the work and vision of the team chartered to redesign the process for licensing users of nuclear materials. The Business Process Redesign team was chartered to improve the speed of the existing licensing process while maintaining or improving public safety and to achieve required resource levels. The report describes the team`s methods for acquiring and analyzing information about the existing materials licensing process and the steps necessary to radically change this process to the envisioned future process.

Aplikasi Ergonomic Function Deployment (Efd Pada Redesign Alat Parut Kelapa Untuk Ibu Rumah Tangga

Directory of Open Access Journals (Sweden)

Roberta Zulfhi Surya

2015-04-01

Ergonomic Function Deployment (Efd Application In Coconut Grater Redesign For HousewifeAbstract. Pulverizing (coconut grated is one of daily kitchen worksconducted by housewives. A common existing coconut grater which is available on the market is normally works using a crank system. Housewives have complaints of pain in the limbs, especially the hands, waist and back after using this grater. This study aims to improve the design of coconut grater with Ergonomic Function Deployment (EFD based system and determine the housewife musculoskeletal decline as users. Further, to examine pulverizing time difference after redesign. The study was conducted at RT. 001 RW. 005 West Tembilahan Hulu village, subdistrict Tembilahan Indragiri Hilir. The method use in this study is same design subject (treatment by subjects design with co added Colton equation. Atotal of 12 housewives were used and subjected to the calculation. A grater redesign with EFD system was obtained by creating House of Ergonomic (HOE matrices and determining the anthropometric data. Whilst musculoskeletal disorders were obtained by generating Nordic Body Map (NBMworksheets questionnaire. Moreover, pulverizing time was obtained by testing coconut graterused before and after redesign. Results of the study showed that the redesign tool based on Ergonomic Function Deployment (EFD systemwasfound to be more convenient form which five ergonomics aspects required was fulfilled: effective, convenient, safe, healthy, and efficient (ENASE. Housewife musculoskeletal complaints decreased by 0.285% or 17.39%. This study also shows that coconut pulverizing time is 5 minutes faster and increased by 30.10% after redesigning the coconut grater crank system.

Applying cognitive load theory to the redesign of a conventional database systems course

Science.gov (United States)

Mason, Raina; Seton, Carolyn; Cooper, Graham

2016-01-01

Cognitive load theory (CLT) was used to redesign a Database Systems course for Information Technology students. The redesign was intended to address poor student performance and low satisfaction, and to provide a more relevant foundation in database design and use for subsequent studies and industry. The original course followed the conventional structure for a database course, covering database design first, then database development. Analysis showed the conventional course content was appropriate but the instructional materials used were too complex, especially for novice students. The redesign of instructional materials applied CLT to remove split attention and redundancy effects, to provide suitable worked examples and sub-goals, and included an extensive re-sequencing of content. The approach was primarily directed towards mid- to lower performing students and results showed a significant improvement for this cohort with the exam failure rate reducing by 34% after the redesign on identical final exams. Student satisfaction also increased and feedback from subsequent study was very positive. The application of CLT to the design of instructional materials is discussed for delivery of technical courses.

Organizational change: Incentives and resistance

Science.gov (United States)

Bishop, Peter C.

1992-01-01

Topics concerning Space Exploration Initiative technical interchange are presented in viewgraph form and include the following: models of change, elements of the current period, the signs of change, leaders' contribution, paradigms - our worldview, paradigm change, the effects of revealing paradigms, a checklist for change, and organizational control.

Organizational Commitment through Organizational Socialization Tactics

Science.gov (United States)

Filstad, Cathrine

2011-01-01

Purpose: The aim of this paper is to investigate how organizational socialization tactics affect newcomers' organizational commitment and learning processes. Design/methodology/approach: A survey was conducted using a measurement tool based on Van Maanen and Schein's theory on organizational socialization tactics and Kuvaas' measurement tools of…

Institutional pressures and marketing ethics initiatives: the focal role of organizational identity

NARCIS (Netherlands)

Martin, K.D.; Johnson, J.L.; French, J.J.

2011-01-01

Institutional theory implies that normative societal expectations create pressures for organizations to respond acceptably to important institutional constituents. Although the role of the institutional environment on marketing has been studied, the organizational mechanisms by which firms respond

Organizational identification moderates the impact of organizational justice on job satisfaction.

Science.gov (United States)

Yuan, Guo; Jia, Libin; Zhao, Jian

2016-03-09

Few studies concern the moderator effect of organizational identification between organizational justice and job satisfaction. This study aimed to examine the trilateral relationship among organizational identification, organizational justice and job satisfaction, especially focus on the moderator effect of organizational identification. 354 staffs completed the measures of organizational justice, organizational identification and job satisfaction. Hierarchical regression analysis showed that organizational identification moderated the association between organizational justice and job satisfaction. When staffs reported a low level of organizational identification, those with high organizational justice reported higher scores in job satisfaction than those with low organizational justice. However, the impact of organizational justice on job satisfaction was not significant in high organizational identification group. Organizational identification can significantly moderate the impact of organizational justice on job satisfaction. The significance and limitations of the results are discussed.

The Role of Teacher's Initiation in Online Pedagogy

Science.gov (United States)

Tsai, Chia-Wen

2012-01-01

Purpose: The author redesigned a course titled "Applied Information Technology: Networking" and applied online collaborative learning (CL) with initiation and self-regulated learning (SRL) to improve students' involvement in this course in an environment that is full of free online games, shopping websites, and social networking…

Moderating effects of nurses' organizational justice between organizational support and organizational citizenship behaviors for evidence-based practice.

Science.gov (United States)

Chang, Ching-Sheng

2014-10-01

Lack of existing literature on the correlation among organizational justice, organizational support, and organizational citizenship behaviors has created a research gap in previous evidence-based practice (EBP) studies on nursing personnel. To investigate whether organizational justice among nurses has a moderating effect between their organizational support and organizational citizenship behaviors in order to bridge such a gap of existing literature with the EBP study on nursing personnel. Nursing staff of one large and influential hospital in Taiwan was surveyed. Four hundred questionnaires were distributed, and 386 were collected with a valid response rate of 96.50%. SPSS 17.0 and Amos 17.0 statistical software packages were used for data analysis. Nurses' organizational support positively influences their organizational citizenship behaviors, and their organizational justice perception has a positive moderating effect between organizational support and organizational citizenship behaviors. Results call hospitals' attention to the type of individual behaviors that may improve organizational performance. When nursing staff perceive fair and impartial treatment by the organization and supportive emotional attachment, behaviors beneficial for the organization are expressed in return. Subjective perceptions of nursing staff play an important role in organizational exchange relationship; the higher the degree of nursing staff's perceived organizational justice, the higher the degree of their organizational support, perception, and exhibition of organizational citizenship behaviors such as altruistic behavior and dedication to the work. © 2014 Sigma Theta Tau International.

A Flipped Classroom Redesign in General Chemistry

Science.gov (United States)

Reid, Scott A.

2016-01-01

The flipped classroom continues to attract significant attention in higher education. Building upon our recent parallel controlled study of the flipped classroom in a second-term general chemistry course ("J. Chem. Educ.," 2016, 93, 13-23), here we report on a redesign of the flipped course aimed at scaling up total enrollment while…

Autonomy, Conformity and Organizational Learning

Directory of Open Access Journals (Sweden)

Hideo Owan

2013-07-01

Full Text Available There is often said to be a tension between the two types of organizational learning activities, exploration and exploitation. The argument goes that the two activities are substitutes, competing for scarce resources when firms need different capabilities and management policies. We present another explanation, attributing the tension to the dynamic interactions among search, knowledge sharing, evaluation and alignment within organizations. Our results show that successful organizations tend to bifurcate into two types: those that always promote individual initiatives and build organizational strengths on individual learning and those good at assimilating the individual knowledge base and exploiting shared knowledge. Straddling the two types often fails. The intuition is that an equal mixture of individual search and assimilation slows down individual learning, while at the same time making it difficult to update organizational knowledge because individuals’ knowledge base is not sufficiently homogenized. Straddling is especially inefficient when the operation is sufficiently complex or when the business environment is sufficiently turbulent.

THE MEDIATING ROLE OF ORGANIZATIONAL TRUST IN THE EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR

OpenAIRE

Ozan BÜYÜKYILMAZ; Yahya FİDAN

2017-01-01

This study investigates direct and indirect relationships between perceived organizational support, organizational trust and organizational citizenship behavior. The aim of the study is to determine the effect of employee perceptions of organizational support on the tendency to exhibit organizational citizenship behavior and to determine the mediating role of perceived trust in perceived organizational support and organizational citizenship behavior relationship. The data used in the study we...

THE MEDIATING ROLE OF ORGANIZATIONAL TRUST IN THE EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR

Directory of Open Access Journals (Sweden)

Ozan BÜYÜKYILMAZ

2017-12-01

Full Text Available This study investigates direct and indirect relationships between perceived organizational support, organizational trust and organizational citizenship behavior. The aim of the study is to determine the effect of employee perceptions of organizational support on the tendency to exhibit organizational citizenship behavior and to determine the mediating role of perceived trust in perceived organizational support and organizational citizenship behavior relationship. The data used in the study were gathered by questionnaire from 228 graduate students studying at the Karabuk University Institute of Social Sciences and at the same time working in state and private institutions. In the process of testing the hypotheses, path analysis was used in the context of structural equation modeling. As a result of the study, it was determined that organizational trust fully mediates the relationship between perceived organizational support and the dimensions of altruism, conscientiousness and sportsmanship of organizational citizenship behavior and partially mediates the relationship between perceived organizational support and the dimensions of courtesy and civic virtue of organizational citizenship behavior.

Iterative learning-based decentralized adaptive tracker for large-scale systems: a digital redesign approach.

Science.gov (United States)

Tsai, Jason Sheng-Hong; Du, Yan-Yi; Huang, Pei-Hsiang; Guo, Shu-Mei; Shieh, Leang-San; Chen, Yuhua

2011-07-01

In this paper, a digital redesign methodology of the iterative learning-based decentralized adaptive tracker is proposed to improve the dynamic performance of sampled-data linear large-scale control systems consisting of N interconnected multi-input multi-output subsystems, so that the system output will follow any trajectory which may not be presented by the analytic reference model initially. To overcome the interference of each sub-system and simplify the controller design, the proposed model reference decentralized adaptive control scheme constructs a decoupled well-designed reference model first. Then, according to the well-designed model, this paper develops a digital decentralized adaptive tracker based on the optimal analog control and prediction-based digital redesign technique for the sampled-data large-scale coupling system. In order to enhance the tracking performance of the digital tracker at specified sampling instants, we apply the iterative learning control (ILC) to train the control input via continual learning. As a result, the proposed iterative learning-based decentralized adaptive tracker not only has robust closed-loop decoupled property but also possesses good tracking performance at both transient and steady state. Besides, evolutionary programming is applied to search for a good learning gain to speed up the learning process of ILC. Copyright © 2011 ISA. Published by Elsevier Ltd. All rights reserved.

77 FR 40358 - Federal Management Regulation; FMR Bulletin PBS-2012-03; Redesignations of Federal Buildings...

Science.gov (United States)

2012-07-09

... Management Regulation; FMR Bulletin PBS-2012-03; Redesignations of Federal Buildings: Correction AGENCY: Public Buildings Service (PBS), General Services Administration (GSA). ACTION: Notice of a bulletin..., 2012, a bulletin announcing the designation and redesignation of three Federal buildings. Inadvertently...

Process efficiency. Redesigning social networks to improve surgery patient flow.

Science.gov (United States)

Samarth, Chandrika N; Gloor, Peter A

2009-01-01

We propose a novel approach to improve throughput of the surgery patient flow process of a Boston area teaching hospital. A social network analysis was conducted in an effort to demonstrate that process efficiency gains could be achieved through redesign of social network patterns at the workplace; in conjunction with redesign of organization structure and the implementation of workflow over an integrated information technology system. Key knowledge experts and coordinators in times of crisis were identified and a new communication structure more conducive to trust and knowledge sharing was suggested. The new communication structure is scalable without compromising on coordination required among key roles in the network for achieving efficiency gains.

How does organizational culture influence organizational learning in a shipping company?

OpenAIRE

Jimenez, Jorge Mario Garzon

2016-01-01

This project targets on organizational culture and organizational learning, aiming to reveal how organizational culture influences on organizational learning within the shipping industry. The main research question is: How does organizational culture influence organizational learning within a shipping company? The two research sub-questions are: 1) Which components of organizational culture are especially important for organizational learning? 2) How is organizational structure...

Conducting organizational safety reviews - requirements, methods and experience

International Nuclear Information System (INIS)

Reiman, T.; Oedewald, P.; Wahlstroem, B.; Rollenhagen, C.; Kahlbom, U.

2008-03-01

Organizational safety reviews are part of the safety management process of power plants. They are typically performed after major reorganizations, significant incidents or according to specified review programs. Organizational reviews can also be a part of a benchmarking between organizations that aims to improve work practices. Thus, they are important instruments in proactive safety management and safety culture. Most methods that have been used for organizational reviews are based more on practical considerations than a sound scientific theory of how various organizational or technical issues influence safety. Review practices and methods also vary considerably. The objective of this research is to promote understanding on approaches used in organizational safety reviews as well as to initiate discussion on criteria and methods of organizational assessment. The research identified a set of issues that need to be taken into account when planning and conducting organizational safety reviews. Examples of the issues are definition of appropriate criteria for evaluation, the expertise needed in the assessment and the organizational motivation for conducting the assessment. The study indicates that organizational safety assessments involve plenty of issues and situations where choices have to be made regarding what is considered valid information and a balance has to be struck between focus on various organizational phenomena. It is very important that these choices are based on a sound theoretical framework and that these choices can later be evaluated together with the assessment findings. The research concludes that at its best, the organizational safety reviews can be utilised as a source of information concerning the changing vulnerabilities and the actual safety performance of the organization. In order to do this, certain basic organizational phenomena and assessment issues have to be acknowledged and considered. The research concludes with recommendations on

Conducting organizational safety reviews - requirements, methods and experience

Energy Technology Data Exchange (ETDEWEB)

Reiman, T.; Oedewald, P.; Wahlstroem, B. [Technical Research Centre of Finland, VTT (Finland); Rollenhagen, C. [Royal Institute of Technology, KTH, (Sweden); Kahlbom, U. [RiskPilot (Sweden)

2008-03-15

Organizational safety reviews are part of the safety management process of power plants. They are typically performed after major reorganizations, significant incidents or according to specified review programs. Organizational reviews can also be a part of a benchmarking between organizations that aims to improve work practices. Thus, they are important instruments in proactive safety management and safety culture. Most methods that have been used for organizational reviews are based more on practical considerations than a sound scientific theory of how various organizational or technical issues influence safety. Review practices and methods also vary considerably. The objective of this research is to promote understanding on approaches used in organizational safety reviews as well as to initiate discussion on criteria and methods of organizational assessment. The research identified a set of issues that need to be taken into account when planning and conducting organizational safety reviews. Examples of the issues are definition of appropriate criteria for evaluation, the expertise needed in the assessment and the organizational motivation for conducting the assessment. The study indicates that organizational safety assessments involve plenty of issues and situations where choices have to be made regarding what is considered valid information and a balance has to be struck between focus on various organizational phenomena. It is very important that these choices are based on a sound theoretical framework and that these choices can later be evaluated together with the assessment findings. The research concludes that at its best, the organizational safety reviews can be utilised as a source of information concerning the changing vulnerabilities and the actual safety performance of the organization. In order to do this, certain basic organizational phenomena and assessment issues have to be acknowledged and considered. The research concludes with recommendations on

Effectiveness of Toyota process redesign in reducing thyroid gland fine-needle aspiration error.

Science.gov (United States)

Raab, Stephen S; Grzybicki, Dana Marie; Sudilovsky, Daniel; Balassanian, Ronald; Janosky, Janine E; Vrbin, Colleen M

2006-10-01

Our objective was to determine whether the Toyota Production System process redesign resulted in diagnostic error reduction for patients who underwent cytologic evaluation of thyroid nodules. In this longitudinal, nonconcurrent cohort study, we compared the diagnostic error frequency of a thyroid aspiration service before and after implementation of error reduction initiatives consisting of adoption of a standardized diagnostic terminology scheme and an immediate interpretation service. A total of 2,424 patients underwent aspiration. Following terminology standardization, the false-negative rate decreased from 41.8% to 19.1% (P = .006), the specimen nondiagnostic rate increased from 5.8% to 19.8% (P Toyota process change led to significantly fewer diagnostic errors for patients who underwent thyroid fine-needle aspiration.

Managing Postsocialist Transitions: Politicized Sense Making as a Facilitator of Organizational Change

Science.gov (United States)

Tiplic, Dijana

2011-01-01

This study explores what organizational strategies are employed to initiate and facilitate organizational change in higher education institutions in the increasingly complex and competitive postsocialist environment of Bosnia-Herzegovina. By studying organizations trapped between their inert socialist-era legacies and desired organizational…

Organizational factors associated with readiness for change in residential aged care settings.

Science.gov (United States)

von Treuer, Kathryn; Karantzas, Gery; McCabe, Marita; Mellor, David; Konis, Anastasia; Davison, Tanya E; O'Connor, Daniel

2018-02-01

Organizational change is inevitable in any workplace. Previous research has shown that leadership and a number of organizational climate and contextual variables can affect the adoption of change initiatives. The effect of these workplace variables is particularly important in stressful work sectors such as aged care where employees work with challenging older clients who frequently exhibit dementia and depression. This study sought to examine the effect of organizational climate and leadership variables on organizational readiness for change across 21 residential aged care facilities. Staff from each facility (N = 255) completed a self-report measure assessing organizational factors including organizational climate, leadership and readiness for change. A hierarchical regression model revealed that the organizational climate variables of work pressure, innovation, and transformational leadership were predictive of employee perceptions of organizational readiness for change. These findings suggest that within aged care facilities an organization's capacity to change their organizational climate and leadership practices may enhance an organization's readiness for change.

Redesigning rain gauges network in Johor using geostatistics and simulated annealing

International Nuclear Information System (INIS)

Aziz, Mohd Khairul Bazli Mohd; Yusof, Fadhilah; Daud, Zalina Mohd; Yusop, Zulkifli; Kasno, Mohammad Afif

2015-01-01

Recently, many rainfall network design techniques have been developed, discussed and compared by many researchers. Present day hydrological studies require higher levels of accuracy from collected data. In numerous basins, the rain gauge stations are located without clear scientific understanding. In this study, an attempt is made to redesign rain gauge network for Johor, Malaysia in order to meet the required level of accuracy preset by rainfall data users. The existing network of 84 rain gauges in Johor is optimized and redesigned into a new locations by using rainfall, humidity, solar radiation, temperature and wind speed data collected during the monsoon season (November - February) of 1975 until 2008. This study used the combination of geostatistics method (variance-reduction method) and simulated annealing as the algorithm of optimization during the redesigned proses. The result shows that the new rain gauge location provides minimum value of estimated variance. This shows that the combination of geostatistics method (variance-reduction method) and simulated annealing is successful in the development of the new optimum rain gauge system

Redesigning rain gauges network in Johor using geostatistics and simulated annealing

Science.gov (United States)

Aziz, Mohd Khairul Bazli Mohd; Yusof, Fadhilah; Daud, Zalina Mohd; Yusop, Zulkifli; Kasno, Mohammad Afif

2015-02-01

Recently, many rainfall network design techniques have been developed, discussed and compared by many researchers. Present day hydrological studies require higher levels of accuracy from collected data. In numerous basins, the rain gauge stations are located without clear scientific understanding. In this study, an attempt is made to redesign rain gauge network for Johor, Malaysia in order to meet the required level of accuracy preset by rainfall data users. The existing network of 84 rain gauges in Johor is optimized and redesigned into a new locations by using rainfall, humidity, solar radiation, temperature and wind speed data collected during the monsoon season (November - February) of 1975 until 2008. This study used the combination of geostatistics method (variance-reduction method) and simulated annealing as the algorithm of optimization during the redesigned proses. The result shows that the new rain gauge location provides minimum value of estimated variance. This shows that the combination of geostatistics method (variance-reduction method) and simulated annealing is successful in the development of the new optimum rain gauge system.

Redesigning rain gauges network in Johor using geostatistics and simulated annealing

Energy Technology Data Exchange (ETDEWEB)

Aziz, Mohd Khairul Bazli Mohd, E-mail: mkbazli@yahoo.com [Centre of Preparatory and General Studies, TATI University College, 24000 Kemaman, Terengganu, Malaysia and Department of Mathematical Sciences, Faculty of Science, Universiti Teknologi Malaysia, 81310 UTM Johor Bahru, Johor (Malaysia); Yusof, Fadhilah, E-mail: fadhilahy@utm.my [Department of Mathematical Sciences, Faculty of Science, Universiti Teknologi Malaysia, 81310 UTM Johor Bahru, Johor (Malaysia); Daud, Zalina Mohd, E-mail: zalina@ic.utm.my [UTM Razak School of Engineering and Advanced Technology, Universiti Teknologi Malaysia, UTM KL, 54100 Kuala Lumpur (Malaysia); Yusop, Zulkifli, E-mail: zulyusop@utm.my [Institute of Environmental and Water Resource Management (IPASA), Faculty of Civil Engineering, Universiti Teknologi Malaysia, 81310 UTM Johor Bahru, Johor (Malaysia); Kasno, Mohammad Afif, E-mail: mafifkasno@gmail.com [Malaysia - Japan International Institute of Technology (MJIIT), Universiti Teknologi Malaysia, UTM KL, 54100 Kuala Lumpur (Malaysia)

2015-02-03

Recently, many rainfall network design techniques have been developed, discussed and compared by many researchers. Present day hydrological studies require higher levels of accuracy from collected data. In numerous basins, the rain gauge stations are located without clear scientific understanding. In this study, an attempt is made to redesign rain gauge network for Johor, Malaysia in order to meet the required level of accuracy preset by rainfall data users. The existing network of 84 rain gauges in Johor is optimized and redesigned into a new locations by using rainfall, humidity, solar radiation, temperature and wind speed data collected during the monsoon season (November - February) of 1975 until 2008. This study used the combination of geostatistics method (variance-reduction method) and simulated annealing as the algorithm of optimization during the redesigned proses. The result shows that the new rain gauge location provides minimum value of estimated variance. This shows that the combination of geostatistics method (variance-reduction method) and simulated annealing is successful in the development of the new optimum rain gauge system.

A Common Methodology: Using Cluster Analysis to Identify Organizational Culture across Two Workforce Datasets

Science.gov (United States)

Munn, Sunny L.

2016-01-01

Organizational structures are comprised of an organizational culture created by the beliefs, values, traditions, policies and processes carried out by the organization. The work-life system in which individuals use work-life initiatives to achieve a work-life balance can be influenced by the type of organizational culture within one's workplace,…

Acceptance of lean redesigns in primary care: A contextual analysis.

Science.gov (United States)

Hung, Dorothy; Gray, Caroline; Martinez, Meghan; Schmittdiel, Julie; Harrison, Michael I

Lean is a leading change strategy used in health care to achieve short-term efficiency and quality improvement while promising longer-term system transformation. Most research examines Lean intervention to address isolated problems, rather than to achieve broader systemic changes to care delivery. Moreover, no studies examine contextual influences on system-wide Lean implementation efforts in primary care. The aim of this study was to identify contextual factors most critical to implementing and scaling Lean redesigns across all primary care clinics in a large, ambulatory care delivery system. Over 100 interviews and focus groups were conducted with frontline physicians, clinical staff, and operational leaders. Data analysis was guided by a modified Consolidated Framework for Implementation Research (CFIR), a popular implementation science framework. On the basis of expert recommendations, the modified framework targets factors influencing the implementation of process redesigns. This modified framework, the CFIR-PR, informed our identification of contextual factors that most impacted Lean acceptance among frontline physicians and staff. Several domains identified by the CFIR-PR were critical to acceptance of Lean redesigns. Regarding the implementation process acceptance was influenced by time and intensity of exposure to changes, "top-down" versus "bottom-up" implementation styles, and degrees of employee engagement in developing new workflows. Important factors in the inner setting were the clinic's culture and style of leadership, along with availability of information about Lean's effectiveness. Last, implementation efforts were impacted by individual and team characteristics regarding changed work roles and related issues of professional identity, authority, and autonomy. This study underscores the need for change leaders to consider the contextual factors that surround efforts to implement Lean in primary care. As Lean redesigns are scaled across a system

Organizational transformation: a model for joint optimization of culture change and evidence-based design.

Science.gov (United States)

Hamilton, D Kirk; Orr, Robin Diane; Raboin, W Ellen

2008-01-01

Healthcare organizations face continuous and accelerating external change and thus must be prepared to manage their own change initiatives proactively. Given that many believe that the U.S. healthcare system is broken and most healthcare organizations are dealing with pervasive problems, some organizations may choose to seek transformational change to achieve the six aims identified by the Institute of Medicine: healthcare that is safe, effective, patient-centered, timely, efficient, and equitable. Transformational change will almost certainly involve organizational culture. Culture change may be most effective when linked to other organizational change initiatives such as organizational strategy, structure, policies, procedures, and recruiting. Significant organizational change often requires accompanying facility change. There is an interdependent relationship between facility design and organizational culture. They affect each other and both impact organizational performance. Sociotechnical theory promotes joint optimization of the social (culture) and technical (facilities) aspects of an organization to achieve sustained positive change. To achieve organizational transformation and to sustain positive change, organizations must be prepared to adopt collaborative efforts in culture change and facility design. The authors propose a model for accomplishing joint optimization of culture change and evidence-based facility design.

Organizational Values and Innovative Organizational Knowledge Creation

Directory of Open Access Journals (Sweden)

Lilian Aparecida Pasquini Miguel

2009-01-01

Full Text Available Innovation is a source of competitive advantage and is based on the continuous creation of organizational knowledge, which is supported by the individual learning. The individual learning of traditional / comportamentalist and constructivist nature can be understood, by extension, as organizational learning. The knowledge can be innovative if, along with the enabling conditions that characterize it - intention, fluctuation or chaos, autonomy, redundancy and variety of requirements – the process of learning is based on a constructivist nature, the only one capable to generate new learning solutions. The organizational values are beliefs that guide the organizations behavior and constitute motivational goals. This work had as aim to identify the relationship between organizational values and the creation of knowledge. The descriptive exploratory research used the quantitative method. The organizational values appeared in this study mainly associated to the knowledge creation aspects in the internal sphere of the organizations. The orientation towards the external environment appeared less related to the organizational values.

The Relationship between Organizational Justice and Organizational Citizenship Behavior among Nurses (Examining the Mediating Role of Organizational Commitment, Organizational Trust, and Job Satisfaction

Directory of Open Access Journals (Sweden)

shadi Mahmoudi

2017-04-01

Full Text Available Introduction: Justice has been recognized as the pivot of different organizational research, that the designation of the causal pattern involving the most important variables associated with it was the main objective of the present study. Materials and Methods: This was a descriptive-survey study. The statistical population consisted of all nurses of Imam Khomeini hospital in Urmia (n= 420, of which 201 nurses were selected by using Morgan’s table and by random sampling method. The instruments included questionnaires of organizational justice, organizational commitment, organizational trust, job satisfaction, and Organizational Citizenship Behavior whose reliability and validity were confirmed. The structural equations model method was used to analyze the data.  Results:The results showed there was a positive and significant relationship between justice perception with organizational commitment, organizational trust, and job satisfaction. In addition, the mediating role of organizational commitment and trust was acknowledged in the relationship between justice and citizenship behavior in the model; however, the mediating role of satisfaction was not fitted in the relationship between justice and citizenship.  Conclusion: According the research results that there was a positive and significant relationship between perception of justice with organizational commitment, organizational trust, and job satisfaction, paying attention to organizational justice for improving the staff’s organizational citizenship behavior is critical and indicates the distinct position of this variable in improving all attitudinal and behavioral variables and consequently in the hospital employees’ performance.

Redesign of the SNS Modulator H-Bridge for Utilization of Press-Pack IGBTs

Energy Technology Data Exchange (ETDEWEB)

Kemp, Mark A.; Burkhart, Craig; /SLAC; Anderson, David E.; /Oak Ridge

2008-09-25

The power conversion group at SLAC is currently redesigning the H-bridge switch plates of the High Voltage Converter Modulators at the Spallation Neutron Source. This integral part to the modulator operation has been indentified as a source of several modulator faults and potentially limits reliability with pulse width modulation operation. This paper is a presentation of the design and implementation of a redesigned switch plate based upon press-pack IGBTs.

Using business process redesign to reduce wait times at a university hospital in the Netherlands.

Science.gov (United States)

Elkhuizen, Sylvia G; Burger, Matthe P M; Jonkers, Rene E; Limburg, Martien; Klazinga, Niek; Bakker, Piet J M

2007-06-01

Business process redesign (BPR) has been applied to implement more customer-focused and cost-effective care. In 2002, two pilot projects to improve patient care processes for two specific patient groups were conducted at the Academic Medical Center, a 1,000-bed university hospital in Amsterdam. The BPR consisted of process analysis, identification of bottlenecks and goals for redesign, selection of interventions, and evaluation of effects. After identifying and selecting interventions with the greatest expected benefits, changes were implemented and effects were evaluated. For gynecologic oncology patients, access time (from telephone call to first visit) was reduced from 14 days to changes in communication and planning were sufficient to eliminate bottlenecks in the gynecologic oncology project, the dyspnea project required a radical redesign of processes. Experience since these projects suggests that process redesign may have only marginal impact when the greatest bottleneck occurs, as was the case for the two BPR projects, at the point of access to central diagnostic facilities.

Predicting Organizational Commitment from Organizational Culture in Turkish Primary Schools

Science.gov (United States)

Ipek, Cemalettin

2010-01-01

This study aims to describe organizational culture and commitment and to predict organizational commitment from organizational culture in Turkish primary schools. Organizational Culture Scale (Ipek "1999") and Organizational Commitment Scale (Balay "2000") were used in the data gathering process. The data were collected from…

Investigation of the Relationship between Organizational Trust and Organizational Commitment

Science.gov (United States)

Bastug, Gülsüm; Pala, Adem; Kumartasli, Mehmet; Günel, Ilker; Duyan, Mehdi

2016-01-01

Organizational trust and organizational commitment are considered as the most important entraining factors for organizational success. The most important factor in the formation of organizational commitment is trust that employees have in their organizations. In this study, the relationship between organizational trust and organizational…

Energy Organizational Planning

Energy Technology Data Exchange (ETDEWEB)

Gina C. Paradis; James Yockey; Tracey LeBeau

2009-04-17

As the Seneca Nation of Indians (SNI) continues to refine and finalize its Strategic Energy Plan, it became necessary to insure that a sustainable organization structure was developed through which the energy program and its initiatives could be nurtured and managed. To that end, SNI undertook a study to thoroughly evaluate the existing organizational structures and assess the requisite changes and/or additions to that framework that would complement the mission of the Strategic Plan. The goal of this study was to analyze, work with staff and leadership and recommend the most effective plan for the development of an organizational framework within which the Seneca could more effectively exercise energy sovereignty – control and manage their natural resource assets – i.e. develop its own energy resources, meet the current and projected energy needs of their community, and “sit at the table” with other regional energy providers to deal with issues on a peer-to-peer basis.

Evaluating treatment process redesign by applying the EFQM Excellence Model.

Science.gov (United States)

Nabitz, Udo; Schramade, Mark; Schippers, Gerard

2006-10-01

To evaluate a treatment process redesign programme implementing evidence-based treatment as part of a total quality management in a Dutch addiction treatment centre. Quality management was monitored over a period of more than 10 years in an addiction treatment centre with 550 professionals. Changes are evaluated, comparing the scores on the nine criteria of the European Foundation for Quality Management (EFQM) Excellence Model before and after a major redesign of treatment processes and ISO certification. In the course of 10 years, most intake, care, and cure processes were reorganized, the support processes were restructured and ISO certified, 29 evidence-based treatment protocols were developed and implemented, and patient follow-up measuring was established to make clinical outcomes transparent. Comparing the situation before and after the changes shows that the client satisfaction scores are stable, that the evaluation by personnel and society is inconsistent, and that clinical, production, and financial outcomes are positive. The overall EFQM assessment by external assessors in 2004 shows much higher scores on the nine criteria than the assessment in 1994. Evidence-based treatment can successfully be implemented in addiction treatment centres through treatment process redesign as part of a total quality management strategy, but not all results are positive.

Organizational Silence in Universities as the Predictor of Organizational Culture

Directory of Open Access Journals (Sweden)

Erkan YAMAN

2014-04-01

Full Text Available The aim of this study is to determine the relationship between the sense of organizational silence and the organizational culture the instructors perceived. In this study, the scale for determining organizational culture developed by İpek (1999 and the scale for measuring organizational silence developed by Çakıcı (2007 and adapted by Soycan (2010 are used. No remarkable difference was found in the academic staff's sense of organizational silence degree according to their genders and educational backgrounds. It was seen that the instructors' sense of organizational silence had remarkable differences according to their age group, faculty, sense of administration type in their institutions, frequency of their face-to-face communication with their administrators and their thoughts of speaking clearly with their administrators. It was observed that research assistants had a significantly higher sense of organizational silence than the lecturers in the sense of ‘Lack of Experience'. It was seen that academicians who had 1-5 years of employment period had the highest sense of organizational silence while those who had 21 years or more employment period had the lowest sense of organizational silence in the sense of ‘Lack of Experience' of organizational silence. When the points that participant academicians got from organizational silence and organizational culture scales analyzed in the correlation table, it was found out that there was a remarkable relationship between the academicians' sense of organizational silence and sense of organizational culture. This relationship was a medium-level negative relationship between subdimensions of two scales. A medium-level negative relationship between the organizational silence (total and the organizational culture was also seen. Based on the findings, university administrators were proposed to create a participant culture in their institutions as well as to encourage instructors to speak clearly and

77 FR 73575 - Approval and Promulgation of Air Quality Implementation Plans; West Virginia; Redesignation of...

Science.gov (United States)

2012-12-11

...) (supplemented at 57 FR 18070, April 28, 1992) and has provided further guidance on processing redesignation requests in the following documents: 1. ``Procedures for Processing Requests to Redesignate Areas to... interpolation between VISTAS/ASIP 2012 and 2018 modeling inventory. The 2022 EGU inventory for PM 2.5 , NO X...

Preliminary design package for residential heating/cooling system: Rankine air conditioner redesign

Science.gov (United States)

1978-01-01

A summary of the preliminary redesign and development of a marketable single family heating and cooling system is presented. The interim design and schedule status of the residential (3-ton) redesign, problem areas and solutions, and the definition of plans for future design and development activities were discussed. The proposed system for a single-family residential heating and cooling system is a single-loop, solar-assisted, hydronic-to-warm-air heating subsystem with solar-assisted domestic water heating and a Rankine-driven expansion air-conditioning subsystem.

The benefits of redesigning Benin's vaccine supply chain.

Science.gov (United States)

Brown, Shawn T; Schreiber, Benjamin; Cakouros, Brigid E; Wateska, Angela R; Dicko, Hamadou M; Connor, Diana L; Jaillard, Philippe; Mvundura, Mercy; Norman, Bryan A; Levin, Carol; Rajgopal, Jayant; Avella, Mélanie; Lebrun, Caroline; Claypool, Erin; Paul, Proma; Lee, Bruce Y

2014-07-07

New vaccine introductions have put strains on vaccine supply chains around the world. While increasing storage and transportation may be the most straightforward options, it is also important to consider what financial and operational benefits can be incurred. In 2012, suboptimal vaccine coverage and impending vaccine introductions prompted the Republic of Benin's Ministry of Health (MOH) to explore ways to improve their vaccine supply chain. Working alongside the Beninese MOH, we utilized our computational model, HERMES, to explore the impact on cost and vaccine availability of three possible options: (1) consolidating the Commune level to a Health Zone level, (2) removing the Commune level completely, and (3) removing the Commune level and expanding to 12 Department Stores. We also analyzed the impact of adding shipping loops during delivery. At baseline, new vaccine introductions without any changes to the current system increased the logistics cost per dose ($0.23 to $0.26) and dropped the vaccine availability to 71%. While implementing the Commune level removal scenario had the same capital costs as implementing the Health Zone scenario, the Health Zone scenario had lower operating costs. This increased to an overall cost savings of $504,255 when implementing shipping loops. The best redesign option proved to be the synergistic approach of converting to the Health Zone design and using shipping loops (serving ten Health Posts/loop). While a transition to either redesign or only adding shipping loops was beneficial, implementing a redesign option and shipping loops can yield both lower capital expenditures and operating costs. Copyright © 2014 The Authors. Published by Elsevier Ltd.. All rights reserved.

The Impact of Educational Interventions on Organizational Culture at an Urban Federal Agency. Ph.D. Thesis - Old Dominion Univ.

Science.gov (United States)

Mckenzie, Janet Myrick

1994-01-01

This study on the impact of educational interventions on organizational culture is an evaluation of a major educational initiative undertaken by an urban federal agency, namely the National Aeronautics and Space Administration's Langley Research Center (NASA-LaRC). The design of this educational evaluation captures the essence of NASA-LaRC's efforts to continue its distinguished and international stature in the aeronautical research community following the Challenger tragedy. More specifically, this study is an evaluation of the educational initiative designed to ameliorate organizational culture via educational interventions, with emphasis on communications, rewards and recognition, and career development. After completing a review of the related literature, chronicling the educational initiative, interviewing senior managers and employees, and critically examining thousands of free responses on employee perceptions of organizational culture, it is found that previous definitions of organizational culture are more accurately classified as manifestations of organizational culture. This research has endeared to redefine 'organizational culture' by offering a more accurate and diagnostic perspective.

Private business firms, human rights, and global governance issues: An organizational implementation perspective

OpenAIRE

Schneider, Anselm Jakob; Scherer, Andreas

2012-01-01

We analyse the increasing engagement of business in the creation and application of self-regulatory standards in the area of human rights in the light of an emerging framework of transnational human rights initiatives. The voluntariness of most of these approaches leads to problems that are characteristic of organizational self-regulation initiatives. Our analysis will show that these issues cannot be resolved simply by designing organizational structures. Rather, we argue that organizations ...

A study on relationship between organizational culture and organizational commitment

Directory of Open Access Journals (Sweden)

Maryam Khalili

2014-07-01

Full Text Available This paper presents an empirical investigation to study the relationship between organizational culture and organization commitment. The study uses two questionnaires, one for measuring organizational commitment originally developed by Meyer and Allen (1991 [Meyer, J. P., & Allen, N. J. (1991. A three-component conceptualization of organizational commitment. Human resource management review, 1(1, 61-89.] and the other one for organizational culture developed by Denison and Spreitzer (1991 [Denison, D. R., & Spreitzer, G. M. (1991. Organizational culture and organizational development: A competing values approach. Research in organizational change and development, 5(1, 1-21.]. The study is accomplished among selected full time employees who work for an Iranian bank named Bank Saderat Iran. Using Pearson correlation test as well as linear regression methods, the study has determined that there were some positive and meaningful relationship between all components of organizational commitment and organizational culture.

Stakeholder approach for evaluating organizational change projects.

Science.gov (United States)

Peltokorpi, Antti; Alho, Antti; Kujala, Jaakko; Aitamurto, Johanna; Parvinen, Petri

2008-01-01

This paper aims to create a model for evaluating organizational change initiatives from a stakeholder resistance viewpoint. The paper presents a model to evaluate change projects and their expected benefits. Factors affecting the challenge to implement change were defined based on stakeholder theory literature. The authors test the model's practical validity for screening change initiatives to improve operating room productivity. Change initiatives can be evaluated using six factors: the effect of the planned intervention on stakeholders' actions and position; stakeholders' capability to influence the project's implementation; motivation to participate; capability to change; change complexity; and management capability. The presented model's generalizability should be explored by filtering presented factors through a larger number of historical cases operating in different healthcare contexts. The link between stakeholders, the change challenge and the outcomes of change projects needs to be empirically tested. The proposed model can be used to prioritize change projects, manage stakeholder resistance and establish a better organizational and professional competence for managing healthcare organization change projects. New insights into existing stakeholder-related understanding of change project successes are provided.

Organizational home care models across Europe: A cross sectional study.

Science.gov (United States)

Van Eenoo, Liza; van der Roest, Henriëtte; Onder, Graziano; Finne-Soveri, Harriet; Garms-Homolova, Vjenka; Jonsson, Palmi V; Draisma, Stasja; van Hout, Hein; Declercq, Anja

2018-01-01

Decision makers are searching for models to redesign home care and to organize health care in a more sustainable way. The aim of this study is to identify and characterize home care models within and across European countries by means of structural characteristics and care processes at the policy and the organization level. At the policy level, variables that reflected variation in health care policy were included based on a literature review on the home care policy for older persons in six European countries: Belgium, Finland, Germany, Iceland, Italy, and the Netherlands. At the organizational level, data on the structural characteristics and the care processes were collected from 36 home care organizations by means of a survey. Data were collected between 2013 and 2015 during the IBenC project. An observational, cross sectional, quantitative design was used. The analyses consisted of a principal component analysis followed by a hierarchical cluster analysis. Fifteen variables at the organizational level, spread across three components, explained 75.4% of the total variance. The three components made it possible to distribute home care organizations into six care models that differ on the level of patient-centered care delivery, the availability of specialized care professionals, and the level of monitoring care performance. Policy level variables did not contribute to distinguishing between home care models. Six home care models were identified and characterized. These models can be used to describe best practices. Copyright © 2017 Elsevier Ltd. All rights reserved.

Conflict: Organizational

DEFF Research Database (Denmark)

Clegg, Stewart; Mikkelsen, Elisabeth Naima; Sewell, Graham

2015-01-01

This article examines four contemporary treatments of the problem of organizational conflict: social psychological, anthropological, neo-Darwinian, and neo-Machiavellian. Social psychological treatments of organizational conflict focus on the dyadic relationship between individual disputants....... In contrast, anthropological treatments take a more socially and historically embedded approach to organizational conflict, focusing on how organizational actors establish negotiated orders of understanding. In a break with the social psychological and anthropological approaches, neo-Darwinians explain...... of organizational conflict where members of an organization are seen as politicized actors engaged in power struggles that continually ebb and flow....

Preliminary design package for residential heating/cooling system--Rankine air conditioner redesign

Energy Technology Data Exchange (ETDEWEB)

1978-12-01

This report contains a summary of the preliminary redesign and development of a marketable single-family heating and cooling system. The objectives discussed are the interim design and schedule status of the Residential (3-ton) redesign, problem areas and solutions, and the definition of plans for future design and development activities. The proposed system for a single-family residential heating and cooling system is a single-loop, solar-assisted, hydronic-to-warm-air heating subsystem with solar-assisted domestic water heating and a Rankine-driven expansion air-conditioning subsystem.

On Engineering Support for Business Process Modelling and Redesign

NARCIS (Netherlands)

Doumeingts, G.; Franken, H.M.; de Weger, M.K.; Browne, J.; Quartel, Dick; Ferreira Pires, Luis

1997-01-01

Currently, there is an enormous (research) interest in business process redesign (BPR). Several management-oriented approaches have been proposed showing how to make BPR work. However, detailed descriptions of empirical experience are few. Consistent engineering methodologies to aid and guide a

The Relationship between Perceived Organizational Justice, Organizational Commitment and Job Satisfaction

Directory of Open Access Journals (Sweden)

Masoomeh Saadati

2016-04-01

Full Text Available Background and Objectives: One of the latent and consequential factors of facilitation of organizational justice is staff members’ level of organizational commitment. The present study aimed at surveying the relationships between various dimensions of organizational justice with organizational commitment and job satisfaction of staff of a Medical University. Methods: 263 staff members were eligible and agreed to participate in the survey.  Data related to demographic characteristics, perceived organizational justice (Rego and Kanha scale, and organizational commitment (Meyer and Allen questionnaire and job satisfaction (Saneie scale were collected. Validity and reliability of research methodology were measured through utilization of Content Validity Index and internal consistency procedure, respectively. Results: Organizational justice, organization commitment, and job satisfaction were all positively correlated. There were positive and significant correlations between job satisfaction with organizational justice and organizational commitment with organizational justice. Furthermore, Multiple linear regression analysis showed that all three parts of organizational justice can explain only 26% of the changes in organizational satisfaction and only organizational procedural justice can explain only 3.3% of the changes in organizational Commitment. Conclusion: Considering the research findings, it is proposed that in order to facilitate the level of organizational commitment, occupational circumstances such as educational facilities should be utilized. With such utilizations, functional and mental efficiency of staff will be improved and the sense of high level job efficiency is generated against any possible regret for choosing the particular organization.

The Mediating Role of Organizational Learning in?the Relationship of Organizational Intelligence and Organizational Agility

OpenAIRE

Bahrami, Mohammad Amin; Kiani, Mohammad Mehdi; Montazeralfaraj, Raziye; Zadeh, Hossein Fallah; Zadeh, Morteza Mohammad

2016-01-01

Objectives Organizational learning is defined as creating, absorbing, retaining, transferring, and application of knowledge within an organization. This article aims to examine the mediating role of organizational learning in the relationship of organizational intelligence and organizational agility. Methods This analytical and cross-sectional study was conducted in 2015 at four teaching hospitals of Yazd city, Iran. A total of 370 administrative and medical staff contributed to the study. We...

Organizational governance

DEFF Research Database (Denmark)

Foss, Nicolai Juul; Klein, Peter G.

This chapter reviews and discusses rational-choice approaches to organizational governance. These approaches are found primarily in organizational economics (virtually no rational-choice organizational sociology exists), particularly in transaction cost economics, principal-agent theory...

Does a grill menu redesign influence sales, nutrients purchased, and consumer acceptance in a worksite cafeteria?

Science.gov (United States)

Vadiveloo, Maya K; Malik, Vasanti S; Spiegelman, Donna; Willett, Walter C; Mattei, Josiemer

2017-12-01

Worksite cafeterias are compelling venues to improve diet quality through environmental changes. We conducted a pre-post study to evaluate how a cafeteria-initiated grill menu redesign influenced sales, revenue, and nutrient content of foods purchased. Secondly, we evaluated consumer opinions about menu changes to inform practices for worksite environment interventions. Monthly sales data (2012-2015) were used to compute gross sales and revenue of entrées and side dishes pre-post menu changes. Alternative protein sources replaced red meat; nutrient composition and nutrients purchased were compared using Food Pro software. Consumer responses were queried using online surveys; open-ended responses were analyzed using NVivo. Differences in sales and nutrient content pre-post menu redesign were tested with Wilcoxon Rank Sum tests. Gross sales of entrées (61 vs. 222 servings/month; p = 0.01) and side dishes (120 vs. 365 servings/month; p = 0.001) increased more than three-fold post-menu changes. Revenue from entrées (312 vs. 1144 USD/month; p = 0.01) and side dishes (238 vs. 914 USD/month; p = 0.001) also increased; per entrée, consumers purchased significantly more unsaturated fat (5 g), and less saturated fat (3 g) and sodium (100 mg). For side dishes, they purchased fewer calories (48 kcal) and unsaturated fat (2.9 g), but more fiber (1.8 g), and sodium (260 mg). Four themes emerged from consumer responses: the importance of 1) variety, novelty, choice; 2) cost, affordability, value; 3) health; and 4) food quality, taste. Menu redesign can improve nutrient content, while also increasing sales and revenue. Multi-dimensional assessment of the nutritional, consumer, and retailer implications is desirable practice for enacting similar environmental changes.

Organizational Networks

DEFF Research Database (Denmark)

Grande, Bård; Sørensen, Ole Henning

1998-01-01

The paper focuses on the concept of organizational networks. Four different uses of the concept of organizational network are identified and critically discussed. Special focus is placed on how information and communication technologies as communication mediators and cognitive pictures influence...... the organizational forms discussed in the paper. It is asserted that the underlying organizational phenomena are not changing but that the manifestations and representations are shifting due to technological developments....

ORGANIZATIONAL CHANGE READINNES PADA UNIVERSITAS X

Directory of Open Access Journals (Sweden)

Azhar El Hami

2016-02-01

Full Text Available This study was aimed to capture the readiness to change of the “X” University as an organization regarding to the vision is becoming a world class university. Using the organizational change readiness concept by Sutanto (2008 that covering 7 aspects namely perception toward change, vision of change, mutual trust and respect, change initiative, management support, acceptance, and organization manages the change process. Respondent was 121 employees of the University „X‟ from two faculties who met the criterion. This was a quantitative research that using survey method. The result has shown that two aspects namely vision of change and acceptance were important ones that have effect on organizational change readiness of the “X” university.

Redesigning Care Delivery with Patient Support Personnel: Learning from Accountable Care Organizations

Science.gov (United States)

Gorbenko, Ksenia O.; Fraze, Taressa; Lewis, Valerie A.

2017-01-01

INTRODUCTION Accountable care organizations (ACOs) are a value-based payment model in the United States rooted in holding groups of healthcare providers financially accountable for the quality and total cost of care of their attributed population. To succeed in reaching their quality and efficiency goals, ACOs implement a variety of care delivery changes, including workforce redesign. Patient support personnel (PSP)—non-physician staff such as care coordinators, community health workers, and others—are critical to restructuring care delivery. Little is known about how ACOs are redesigning their patient support personnel in terms of responsibilities, location, and evaluation. METHODS We conducted semi-structured one-hour interviews with 25 executives at 16 distinct ACOs. The interviews were recorded, transcribed, and coded for themes, using a qualitative coding and analysis process. RESULTS ACOs deployed PSP to perform four clusters of responsibilities: care provision, care coordination, logistical help with transportation, and social and emotional support. ACOs deployed these personnel strategically across settings (primary care, inpatient services, emergency department, home care and community) depending on their population needs. Most ACOs used personnel with the same level of training across settings. Few ACOs planned to conduct a comprehensive evaluation of their PSP to optimize their value. DISCUSSION ACO strategies in workforce redesign indicate a shift from a physician-centered to a team-based approach. Employing personnel with varying levels of clinical training to perform different tasks can help further optimize care delivery. More robust evaluation of the deployment of PSP and their performance is needed to demonstrate cost-saving benefits of workforce redesign. PMID:28217305

Assessing organizational readiness for depression care quality improvement: relative commitment and implementation capability.

Science.gov (United States)

Rubenstein, Lisa V; Danz, Marjorie S; Crain, A Lauren; Glasgow, Russell E; Whitebird, Robin R; Solberg, Leif I

2014-12-02

Depression is a major cause of morbidity and cost in primary care patient populations. Successful depression improvement models, however, are complex. Based on organizational readiness theory, a practice's commitment to change and its capability to carry out the change are both important predictors of initiating improvement. We empirically explored the links between relative commitment (i.e., the intention to move forward within the following year) and implementation capability. The DIAMOND initiative administered organizational surveys to medical and quality improvement leaders from each of 83 primary care practices in Minnesota. Surveys preceded initiation of activities directed at implementation of a collaborative care model for improving depression care. To assess implementation capability, we developed composites of survey items for five types of organizational factors postulated to be collaborative care barriers and facilitators. To assess relative commitment for each practice, we averaged leader ratings on an identical survey question assessing practice priorities. We used multivariable regression analyses to assess the extent to which implementation capability predicted relative commitment. We explored whether relative commitment or implementation capability measures were associated with earlier initiation of DIAMOND improvements. All five implementation capability measures independently predicted practice leaders' relative commitment to improving depression care in the following year. These included the following: quality improvement culture and attitudes (p = 0.003), depression culture and attitudes (p commitment (p = 0.002) and prior depression quality improvement activities appeared to be associated with earlier participation in the DIAMOND initiative. The study supports the concept of organizational readiness to improve quality of care and the use of practice leader surveys to assess it. Practice leaders' relative commitment to depression care

The Effect of Perceived Organizational Support on Organizational Identification

OpenAIRE

A. Çelik; M. Findik

2012-01-01

The aim of the study is to determine the effects of perceived organizational support on organizational identification. In accordance with this purpose was applied on 131 family physicians in Konya. The data obtained by means of the survey method were analyzed. According to the results of correlation analysis, while positive relationship between perceived organizational support, organizational identification and supervisor support was revealed. Also, with the scope of the ...

25 CFR 20.203 - Can a tribe incorporate assistance from other sources into a tribal redesign plan?

Science.gov (United States)

2010-04-01

...-477 federal funding sources) in the plan. ... 25 Indians 1 2010-04-01 2010-04-01 false Can a tribe incorporate assistance from other sources... tribe incorporate assistance from other sources into a tribal redesign plan? Yes, when a tribe redesigns...

How organizational research can avoid the pitfalls of a co-optation perspective: analyzing gender equality work in Austrian universities with organizational institutionalism.

Science.gov (United States)

Striedinger, Angelika

2017-04-03

The concept of co-optation offers vocabulary to discuss how concerns and demands of feminist movements are transformed on their way to, and within, mainstream organizations and policymaking. However, applications of this concept can have problematic implications, failing to grasp the complexity of social change efforts and contributing to divisions, rather than alliances, between different groups that work and fight for gender equality. This article argues that conceptual tools from organizational institutionalism can help to avoid these pitfalls by capturing the ambivalence of organizational change initiatives, and allowing us to identify not only counterintentional effects, but also subtle and unexpected opportunities of organizational gender equality work. I illustrate my arguments with empirical examples from research on gender equality work in Austrian universities.

Investigate-and-redesign tasks as a context for learning and doing science and technology: A study of naive, novice and expert high school and adult designers doing product comparisons and redesign tasks

Science.gov (United States)

Crismond, David Paul

This thesis studied high school students and adults with varying degrees of design experience doing two technology investigate-and-redesign (I&R) tasks. Each involved subjects investigating products, designing experiments to compare them fairly, and then redesigning the devices. A total of 25 pairs of subjects participated in this investigation and included naive and novice high school designers, as well as naive, novice, and expert adult designers. Subjects of similar age and design experience worked in same-gender teams and met for two 2-hour sessions. The essential research question of this thesis was: "What process skills and concepts do naive, novice and expert designers use and learn when investigating devices, designing experiments, and redesigning the devices?" Three methodologies were used to gather and analyze the data: clinical interviewing (Piaget, 1929/1960), protocol analysis (Ericsson & Simon, 1984) and interaction analysis (Jordan and Henderson, 1995). The thesis provides composite case-studies of 10 of the 50 test sessions, buttressed by descriptions of performance trends for all subjects. Given the small sample sizes involved, the findings are by necessity tentative and not supported by statistical analysis: (1) I&R activities are engaging, less time-intensive complements to design-and-build tasks, which involve simple mechanical devices and carry with them a host of potential "alternative understandings" in science and technology. Much gets learned during these tasks, more involving "device knowledge" and "device inquiry skills" than "big ideas" in science and technology. (2) Redesign tasks scaffold naive and novice designers to improved performance in the multidimensional and context-specific activity of design. The performances of naive and novice designers were more like that of expert designers when redesigning existing devices than when doing start-from-scratch designing. (3) Conceptual redesign involved more analysis- than synthesis

76 FR 76302 - Approval and Promulgation of Air Quality Implementation Plans; Indiana; Redesignation of Lake and...

Science.gov (United States)

2011-12-07

...] Approval and Promulgation of Air Quality Implementation Plans; Indiana; Redesignation of Lake and Porter...). ACTION: Final rule. SUMMARY: EPA is taking several related actions affecting Lake and Porter Counties and... redesignation of Lake and Porter Counties to attainment of the 1997 annual PM 2.5 standard. EPA is approving, as...

Organizational change for services integration in public human service organizations: experiences in seven counties.

Science.gov (United States)

Packard, Thomas; Patti, Rino; Daly, Donna; Tucker-Tatlow, Jennifer

2012-01-01

This is a study of organizational change strategies employed in seven county human service agencies to improve the coordination of services through the structural integration of previously free standing organizations or the development of voluntary interagency collaborative service delivery systems. The central question involves the identification of organizational change tactics which contributed to the success of the organizational change initiatives. The literature on organizational change is reviewed, with particular attention to a framework developed by Fernandez and Rainey based on their extensive review and synthesis of the research on successful change strategies in the public and business sectors. Qualitative and quantitative data were gathered from over 250 individuals and from agency documents. Findings are compared with the success factors identified by Fernandez and Rainey, and refinements to their propositions are suggested. More precise methods for measuring successful and unsuccessful change initiatives are suggested. Implications for practice and research are presented.

Redesigning School Accountability and Support: Progress in Pioneering States

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Cook-Harvey, Channa M.; Stosich, Elizabeth Leisy

2016-01-01

How might policymakers and educators utilize the work already being done as states redesign their accountability systems? The 2015 reauthorization of the Elementary and Secondary Education Act (ESEA), brought much needed attention to the performance of traditionally underserved subgroups of students. Supported by greater flexibility under ESEA…

Prevenção de agravos à saúde do trabalhador: replanejando o trabalho através das negociações cotidianas Preventing damage to workers' health: redesigning jobs through day-to-day negotiation

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Leny Sato

2002-10-01

Full Text Available Este artigo tem por objetivo apresentar algumas reflexões sobre a prevenção de agravos à saúde do trabalhador através do replanejamento do trabalho. Compreendendo o replanejamento como processo de negociação de escolhas organizacionais, apresenta as características das negociações cotidianas processadas no chão de fábrica e relata, a título de exemplo, um caso de negociação cotidiana que toma por objeto a organização do processo de trabalho da produção fabril de uma indústria de alimentos. Por fim, discute os alcances e os limites de tais negociações à luz da prevenção de agravos à saúde do trabalhador.This paper reflects on prevention of harm to workers' health by redesigning jobs. Assuming redesign as the process of negotiating organizational choices, the author discusses the characteristics of routine negotiation at the workplace, illustrated by daily negotiations in work process organization at a Brazilian food-processing factory. Finally, the author discusses both the range and limits of such negotiations in the prevention of harm to workers' health.

A Research on the Relationship between Organizational Commitment and Organizational Cynicism

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Özlem GÜLLÜOĞLU IŞIK

2015-08-01

Full Text Available AbstractIn the process of transformation of an industrial production society into information and consumer society, organizational commitment has become among the most emphasized concepts in recent years. The organizational commitment is a psychological situation determining the relationship of the employee with his company and providing him the determination to continue to work. Its causes and outcomes have become the major research topic in recent years and many studies conducted in several segments such as nursing, police dept. tearchers..etc. One other aspect of the research is “organizational cynicism” defined as one’s negative attitude towards the company for which he/she works. It consists of telling that the organization lacks sincerity and honesty. The sources of organizational cynicism are mainly personality, violation of psychological contract and flaws in leadership behaviors. However, there is a little research on the possible relationship between organizational commitment and organizational cynicism. With the aim of contributing to the process of discussion concerning the topic, the relationship between organizational commitment and organizational cynicism is analyzed by means of this research. Organizational commitment and organizational cynicism scale was implemented to the employees of three and four star hotels carrying on business in Kayseri and results tried to be discussed according to organizational dynamics.

A REDESIGN LAYOUT TO INCREASE PRODUCTIVITY OF A COMPANY

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Vincentia Kitriastika

2013-06-01

Full Text Available This project is conducted in Company X, a passenger cars wheel producing company located in Sunter, North Jakarta. With a view of increasing the productivity of the company, the focus of this project will be redesigned the layout of the factory. The main problem encountered is that the goods are not produced in single location, causing a considerable hindrance in terms of time and distance, and hence efficiency. The redesigning layout process will use SLP method and flow analysis while supported by analysis of assembly line balancing to optimize the layout. Regarding the evaluation process, ARENA software will be used to simulate and identify the bottleneck in the production process, and comparing the layout alternatives to decide the best layout. The best chosen layout according to the simulation and SLP method that supported with flow analysis and assembly line balancing will be used as the master draft layout that will be proposed to Company X.

Organizational strategy and diversity management: diversity-sensitive orientation as a moderating influence.

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Dansky, Kathryn H; Weech-Maldonado, Robert; De Souza, Gita; Dreachslin, Janice L

2003-01-01

Empirical studies on diversity suggest that health care organizations have been slow to embrace diversity management. We propose that sensitivity to diversity, at the corporate level, moderates strategic decision making, which influences human resource management practices such as diversity initiatives. This study of 203 hospitals explored the relationships among organizational strategy, organizational sensitivity to diversity, and diversity management practices.

Worklife Improvement and Leadership Development study: a learning experience in leadership development and "planned" organizational change.

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Cummings, Greta G; Spiers, Judith A; Sharlow, Janice; Germann, Paula; Yurtseven, Ozden; Bhatti, Aslam

2013-01-01

In response to increasing recognition of the importance of quality health care work environments, the Alberta Cancer Board initiated a province-wide leadership development program to plan for organizational change through a series of stages. In 2004, the Leadership Development Initiative (LDI) was implemented to facilitate organizational learning using a cohort-based leadership intervention based on a communities of practice framework. The aim of the Worklife Improvement and Leadership Development study was to examine both the outcomes and experiences of participants of the LDI program to better understand leadership development, implementation, and its impact on worklife quality among 5 cohorts of health care managers and staff at the Alberta Cancer Board. This study used both structured survey and interview methods, using a pretest-intervention-posttest quasi-experiment without a control group design, to assess the effects of LDI on worklife of leaders and staff. Surveys included the Leadership Practices Inventory and Areas of Worklife Scale, which looked at meaningfulness of work and organizational engagement. Interviews and focus group data provided a more detailed description of the experience of leadership development and perceptions of organizational worklife. The study revealed layers of information about the complexity of individual and collective leadership in a cohort-based design, perceptions of leadership initiatives, organizational worklife, and planned organizational change. Our findings suggest that early changes in how leaders reflected on their own skills and practices (Leading Self) were positive; however, growing disengagement as the LDI continued was evident in the focus group data, particularly when change in behavior of others was not perceived to be evident. To support the effectiveness and success of a leadership initiative, managers and administrators need to implement strategies designed to help leaders grow and cope with ongoing flux of

Redesigning the work system of rubber industries based on total ergonomics and ergo-micmac integration

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Setiawan, H.

2018-01-01

The factory capacity achievement and the bottleneck reduction of production process at wet-blanket workstations are influenced by the balance of life quality rates and worker’s productivity, along with the worker’s ability and limitations, tasks, organization and work environment. The life quality of workers is indicated by: the reduction of workload, and fatigue. Meanwhile, work productivity is measured by increasing production results per work shift. The optimization of the quality of life and productivity of workers is achieved by redesigning the system and workstations based on ergonomics integrating Total Ergonomics with Ergo-MicMac (Micro Ergonomics and Macro Ergonomics), which includes redesigning wet-blanket folding worktable, regulating the system pattern of working in pairs, giving official break time, giving extra nutritious intakes such as sweet tea and snack Pempek, giving personal protective equipments, and redesigning physical working environments.This study was an experimental study, with treatment by subject design involving 30 workers sampled at a workstation condition before and after Ergonomics based redesign. The findings and conclusions of the study were derived from the reduction of the workload by 16.06%, fatigue by 18.84% and the increase of production results per work shift by 20.29%.

Redesigning Manufacturing Footprint from Dynamic Perspective

DEFF Research Database (Denmark)

Yang, Cheng; Farooq, Sami; Johansen, John

2009-01-01

footprint to address the constantly emerging new challenges by giving a holistic approach from dynamic perspective. Three Danish companies are presented. The way they developed their international manufacturing networks is analysed historically, and their redesigning of manufacturing footprint is expressed...... as how to re-assign portfolios of products and processes between specific plants within the same manufacturing network at one point in time. The strategic factors that have impact on such decisions are discussed and classified into two groups. Last, a holistic framework and a process model is presented...

Postmodern organization and new forms of organizational control

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Lončar Dragan

2005-01-01

Full Text Available This article displays post bureaucratic organisational concept as an adequate representative of all emerging organizational forms which are natural result of persistent initiatives to flexibly and intensify working process. Under this term we assume all budding ‘sub-representatives' such as Total Quality Management (TQM, Just-in-time concept (JIT, network systems and joint ventures, virtual organizations, teamwork and other related structures. The author concludes that main virtues of new organizational paradigm are flexibility, decentralization, higher employee empowerment, knowledge and information sharing, responsibility for the system as a whole and permanent learning. On the other hand, some downsides become obvious. Those are danger from anarchy, responsibility and stress, greater employees' insecurity and resistance to new practices. Furthermore, the paper shed light on power and identity dynamics through the lens of improved and still intentional methods of organizational control. The main argument is that compulsive desire to control never fades away, only the methods of control takes different, more advanced forms through organizational culture, vocabulary and discourses monitoring at a distance, peer evaluation inside teams, employee selection and many others.

Using Technology, Clinical Workflow Redesign, and Team Solutions to Achieve the Patient Centered Medical Home

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2011-01-01

Redesign, and Team Solutions to Achieve the Patient Centered Medical Home LTC Nicole Kerkenbush, MHA, MN Army Medical Department, Office of the...TITLE AND SUBTITLE Using Technology, Clinical Workflow Redesign, and Team Solutions to Achieve the Patient Centered Medical Home 5a. CONTRACT...Describe how these tools are being used to implement the Patient Centered Medical Home care model 2 2011 MHS Conference MEDCOM AHLTA Provider Satisfaction

Development of measures of organizational leadership for health promotion.

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Barrett, Linda; Plotnikoff, Ronald C; Raine, Kim; Anderson, Donna

2005-04-01

This study describes the development and psychometric evaluation of four scales measuring leadership for health promotion at an organizational level in the baseline survey (n=144) of the Alberta Heart Health Project. Content validity was established through a series of focus groups and expert opinion appraisals, pilot testing of a draft based on capacity assessment instruments developed by other provinces involved in the Canadian Heart Health Initiative, and the literature. Psychometric analyses provided empirical evidence of the construct validity and reliability of the organizational leadership scales. Principal component analysis verified the unidimensionality of the leadership scales of (a) Practices for Organizational Learning, (b) Wellness Planning, (c) Workplace Climate, and (d) Organization Member Development. Scale alpha coefficients ranged between .79 and .91 thus establishing good to high scale internal consistencies. These measures can be used by both researchers and practitioners for the assessment of organizational leadership for health promotion and heart health promotion.

Systems Engineering Metrics: Organizational Complexity and Product Quality Modeling

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Mog, Robert A.

1997-01-01

Innovative organizational complexity and product quality models applicable to performance metrics for NASA-MSFC's Systems Analysis and Integration Laboratory (SAIL) missions and objectives are presented. An intensive research effort focuses on the synergistic combination of stochastic process modeling, nodal and spatial decomposition techniques, organizational and computational complexity, systems science and metrics, chaos, and proprietary statistical tools for accelerated risk assessment. This is followed by the development of a preliminary model, which is uniquely applicable and robust for quantitative purposes. Exercise of the preliminary model using a generic system hierarchy and the AXAF-I architectural hierarchy is provided. The Kendall test for positive dependence provides an initial verification and validation of the model. Finally, the research and development of the innovation is revisited, prior to peer review. This research and development effort results in near-term, measurable SAIL organizational and product quality methodologies, enhanced organizational risk assessment and evolutionary modeling results, and 91 improved statistical quantification of SAIL productivity interests.

Redesign and commissioning of sexual health services in England - a qualitative study.

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Walker, I F; Leigh-Hunt, N; Lee, A C K

2016-10-01

Responsibility for the commissioning of sexual and reproductive health (SRH) services transferred from the National Health Service to local authorities in England in 2013. This transfer prompted many local authorities to undertake new procurements of these SRH services. This study was undertaken to capture some of the lessons learnt in order to inform future commissioning and system redesign. A qualitative study was carried out involving semi-structured interviews. Interviews were conducted with 13 local authority sexual health commissioners in Yorkshire and the Humber from 11 interviews. Thematic analysis was used to identify themes from transcripts of the interviews with the 13 participants. Key themes identified were as follows: the challenge and complexity to those new to clinical commissioning; the prerequisites of robust infrastructural inputs to undertake the process, including technical expertise, a dependable project team, with clarity over the timescales and the budget; the requirement for good governance, stakeholder engagement and successful management of relationships with the latter; and the need to focus on the outcomes, aiming for value for money and improved system performance. Several key issues emerged from our study that significantly influenced the outcome of the redesign and commissioning process for sexual health services. An adapted model of the Donabedian evaluation framework was developed to provide a tool to inform future system redesign. Our model helps identify the key determinants for successful redesign in this context which is essential to both mitigate potential risks and maximize the likelihood of successful outcomes. Our model may have wider applications. Copyright © 2016 The Royal Society for Public Health. Published by Elsevier Ltd. All rights reserved.

Organizational strategies for promoting patient and provider uptake of personal health records.

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Wells, Susan; Rozenblum, Ronen; Park, Andrea; Dunn, Marie; Bates, David W

2015-01-01

To investigate organizational strategies to promote personal health records (PHRs) adoption with a focus on patients with chronic disease. Using semi-structured interviews and a web-based survey, we sampled US health delivery organizations which had implemented PHRs for at least 12 months, were recognized as PHR innovators, and had scored highly in national patient satisfaction surveys. Respondents had lead positions for clinical information systems or high-risk population management. Using grounded theory approach, thematic categories were derived from interviews and coupled with data from the survey. Interviews were conducted with 30 informants from 16 identified organizations. Organizational strategies were directed towards raising patient awareness via multimedia communications, and provider acceptance and uptake. Strategies for providers were grouped into six main themes: organizational vision, governance and policies, work process redesign, staff training, information technology (IT) support, and monitoring and incentives. Successful organizations actively communicated their vision, engaged leaders at all levels, had clear governance, planning, and protocols, set targets, and celebrated achievement. The most effective strategy for patient uptake was through health professional encouragement. No specific outreach efforts targeted patients with chronic disease. Registration and PHR activity was routinely measured but without reference to a denominator population or high risk subpopulations. Successful PHR implementation represents a social change and operational project catalyzed by a technical solution. The key to clinician acceptance is making their work easier. However, organizations will likely not achieve the value they want from PHRs unless they target specific populations and monitor their uptake. © The Author 2014. Published by Oxford University Press on behalf of the American Medical Informatics Association. All rights reserved. For Permissions

The Physical Activity and Redesigned Community Spaces (PARCS Study: Protocol of a natural experiment to investigate the impact of citywide park redesign and renovation

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Terry T. K. Huang

2016-11-01

Full Text Available Abstract Background The built environment plays a critical role in promoting physical activity and health. The association between parks, as a key attribute of the built environment, and physical activity, however, remains inconclusive. This project leverages a natural experiment opportunity to assess the impact of the Community Parks Initiative (CPI, a citywide park redesign and renovation effort in New York City, on physical activity, park usage, psychosocial and mental health, and community wellbeing. Methods The project will use a longitudinal design with matched controls. Thirty intervention park neighborhoods are socio-demographically matched to 20 control park neighborhoods. The study will investigate whether improvements in physical activity, park usage, psychosocial and mental health, and community wellbeing are observed from baseline to 3 years post-renovation among residents in intervention vs. control neighborhoods. Discussion This study represents a rare opportunity to provide robust evidence to further our understanding of the complex relationship between parks and health. Findings will inform future investments in health-oriented urban design policies and offer evidence for addressing health disparities through built environment strategies.

Redesigning a clinical mentoring program for improved outcomes in the clinical training of clerks

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Chia-Der Lin

2015-09-01

Full Text Available Introduction: Mentorship has been noted as critical to medical students adapting to clinical training in the medical workplace. A lack of infrastructure in a mentoring program might deter relationship building between mentors and mentees. This study assessed the effect of a redesigned clinical mentoring program from the perspective of clerks. The objective was to assess the benefits of the redesigned program and identify potential improvements. Methods: A redesigned clinical mentoring program was launched in a medical center according to previous theoretical and practical studies on clinical training workplaces, including the elements of mentor qualifications, positive and active enhancers for mentor–mentee relationship building, the timing of mentoring performance evaluation, and financial and professional incentives. A four-wave web survey was conducted, comprising one evaluation of the former mentoring program and three evaluations of the redesigned clinical mentoring program. Sixty-four fifth-year medical students in clerkships who responded to the first wave and to at least two of the three following waves were included in the study. A structured and validated questionnaire encompassing 15 items on mentor performance and the personal characteristics of the clerks was used. Mixed linear models were developed for repeated measurements and to adjust for personal characteristics. Results: The results revealed that the redesigned mentoring program improved the mentors’ performance over time for most evaluated items regarding professional development and personal support provided to the mentees. Conclusions: Our findings serve as an improved framework for the role of the institution and demonstrate how institutional policies, programs, and structures can shape a clinical mentoring program. We recommend the adoption of mentorship schemes for other cohorts of medical students and for different learning and training stages involved in becoming a

Redesigning a clinical mentoring program for improved outcomes in the clinical training of clerks

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Lin, Chia-Der; Lin, Blossom Yen-Ju; Lin, Cheng-Chieh; Lee, Cheng-Chun

2015-01-01

Introduction Mentorship has been noted as critical to medical students adapting to clinical training in the medical workplace. A lack of infrastructure in a mentoring program might deter relationship building between mentors and mentees. This study assessed the effect of a redesigned clinical mentoring program from the perspective of clerks. The objective was to assess the benefits of the redesigned program and identify potential improvements. Methods A redesigned clinical mentoring program was launched in a medical center according to previous theoretical and practical studies on clinical training workplaces, including the elements of mentor qualifications, positive and active enhancers for mentor–mentee relationship building, the timing of mentoring performance evaluation, and financial and professional incentives. A four-wave web survey was conducted, comprising one evaluation of the former mentoring program and three evaluations of the redesigned clinical mentoring program. Sixty-four fifth-year medical students in clerkships who responded to the first wave and to at least two of the three following waves were included in the study. A structured and validated questionnaire encompassing 15 items on mentor performance and the personal characteristics of the clerks was used. Mixed linear models were developed for repeated measurements and to adjust for personal characteristics. Results The results revealed that the redesigned mentoring program improved the mentors’ performance over time for most evaluated items regarding professional development and personal support provided to the mentees. Conclusions Our findings serve as an improved framework for the role of the institution and demonstrate how institutional policies, programs, and structures can shape a clinical mentoring program. We recommend the adoption of mentorship schemes for other cohorts of medical students and for different learning and training stages involved in becoming a physician. PMID

The Organizational Economics of Organizational Capability and Heterogeneity

DEFF Research Database (Denmark)

Foss, Nicolai Juul; Argyres, Nicholas; Felin, Teppo

For decades, the literatures on firm capabilities and organizational economics have been at odds with each other, specifically relative to explaining organizational boundaries and heterogeneity. We briefly trace the history of the relationship between the capabilities literature and organizational...... economics and point to the dominance of a “capabilities first” logic in this relationship. We argue that capabilities considerations are inherently intertwined with questions about organizational boundaries and internal organization, and use this point to respond to the prevalent “capabilities first” logic....... We offer an integrative research agenda that focuses, first, on the governance of capabilities and, second, on the capability of governance....

Is State-Mandated Redesign an Effective and Sustainable Solution?

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Young, Michelle D.

2013-01-01

There is a pervasive and ongoing perception that leadership preparation is a problem. Important questions remain about the intentions, capacity, and impact of state departments of education engaged in leadership preparation program redesign. In this essay, I take up several issues concerning this state policy work, including whether a one size…

Computational redesign of a mononuclear zinc metalloenzyme for organophosphate hydrolysis

DEFF Research Database (Denmark)

Khare, Sagar D.; Kipnis, Yakov; Greisen, Per Junior

2012-01-01

The ability to redesign enzymes to catalyze noncognate chemical transformations would have wide-ranging applications. We developed a computational method for repurposing the reactivity of metalloenzyme active site functional groups to catalyze new reactions. Using this method, we engineered a zinc...

Working Definitions of the Roles and an Organizational Structure in Health Professions Education Scholarship: Initiating an International Conversation.

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Varpio, Lara; Gruppen, Larry; Hu, Wendy; O'Brien, Bridget; Ten Cate, Olle; Humphrey-Murto, Susan; Irby, David M; van der Vleuten, Cees; Hamstra, Stanley J; Durning, Steven J

2017-02-01

Health professions education scholarship (HPES) is an important and growing field of inquiry. Problematically, consistent use of terminology regarding the individual roles and organizational structures that are active in this field are lacking. This inconsistency impedes the transferability of current and future findings related to the roles and organizational structures of HPES. Based on data collected during interviews with HPES leaders in Canada, Australia, New Zealand, the United States, and the Netherlands, the authors constructed working definitions for some of the professional roles and an organizational structure that support HPES. All authors reviewed the definitions to ensure relevance across multiple countries. The authors define and offer illustrative examples of three professional roles in HPES (clinician educator, HPES research scientist, and HPES administrative leader) and an organizational structure that can support HPES participation (HPES unit). These working definitions are foundational and not all-encompassing and, thus, are offered as stimulus for international dialogue and understanding. With these working definitions, scholars and administrative leaders can examine HPES roles and organizational structures across and between national contexts to decide how lessons learned in other contexts can be applied to their local contexts. Although rigorously constructed, these definitions need to be vetted by the international HPES community. The authors argue that these definitions are sufficiently transferable to support such scholarly investigation and debate.

Digital prototyping technique applied for redesigning plastic products

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Pop, A.; Andrei, A.

2015-11-01

After products are on the market for some time, they often need to be redesigned to meet new market requirements. New products are generally derived from similar but outdated products. Redesigning a product is an important part of the production and development process. The purpose of this paper is to show that using modern technology, like Digital Prototyping in industry is an effective way to produce new products. This paper tries to demonstrate and highlight the effectiveness of the concept of Digital Prototyping, both to reduce the design time of a new product, but also the costs required for implementing this step. The results of this paper show that using Digital Prototyping techniques in designing a new product from an existing one available on the market mould offers a significantly manufacturing time and cost reduction. The ability to simulate and test a new product with modern CAD-CAM programs in all aspects of production (designing of the 3D model, simulation of the structural resistance, analysis of the injection process and beautification) offers a helpful tool for engineers. The whole process can be realised by one skilled engineer very fast and effective.

Employees’ Participation in Corporate Social Responsibility and Organizational Outcomes: The Moderating Role of Person–CSR Fit

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Seunghee Im

2016-12-01

Full Text Available This study investigated the moderating effects of person–corporate social responsibility (CSR-fit for the relationships between CSR participation and job satisfaction, organizational identification, and organizational commitment. The study was conducted in South Korea and sampled 393 full-time employees from several conglomerates. The study found CSR participation to be positively related with job satisfaction, organizational identification, and organizational commitment. Furthermore, person–CSR fit significantly moderated the relationships between CSR participation and job satisfaction, organizational identification, and organizational commitment. These findings suggest that CSR participation positively affects organizational outcomes and that person–CSR fit enhances the relationships between CSR participation and the organizational outcomes. Therefore, the study suggests the importance of CSR participation and person–CSR fit in CSR initiatives, as CSR participation and person–CSR can promote a healthy work environment.

The Organizational Climate and Organizational Structure of Elementary Schools. A Study.

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Ranyard, Redge W.

This report examines the relationship between the organizational climate (as measured by the Organizational Climate Description Questionnaire of Halpin and Croft--1966) and the organizational structure (in the context of the bureaucratic construct of Weber--1947) of elementary schools. The study postulated that the organizational structure of a…

Relationship between nurses' organizational trust levels and their organizational citizenship behaviors.

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Altuntas, Serap; Baykal, Ulku

2010-06-01

This research used a descriptive and explorative design to determine the levels of nurses' organizational trust and organizational citizenship and to investigate relationships between the levels of organizational trust and organizational citizenship behaviors. Nurses who had completed their orientation from a total of 11 hospitals with bed capacities of 100 and located in the European district of Istanbul were included in the sample for this study. Formal, written applications and approval of the ethical committee were obtained from concerned institutions before proceeding with the data collection step. The Organizational Trust Inventory and the Organizational Citizenship Level Scale, a questionnaire form including five questions regarding nurses' personal characteristics, were used in data collection. Data collection tools were distributed to 900 nurses in total, and usable data were obtained from 482 nurses. Number and percentage calculations and Pearson correlation analysis were used to assess research data. The results of the present research showed that nurses had a higher than average level of trust in their managers and coworkers and they trusted more in their managers and coworkers than their institutions. The Organizational Citizenship Level Scale indicated that the behavior most frequently demonstrated by the nurses was conscientiousness, followed by courtesy and civic virtue, whereas sportsmanship was displayed to an average extent. An analysis of relationships between nurses' level of organizational trust and their organizational citizenship behaviors revealed that nurses who trust in their managers, institutions, and coworkers demonstrated the organizational citizenship behaviors of conscientiousness, civic virtue, courtesy, and altruism more frequently. The findings attained in this study indicated that the organizational trust the staff had in their institutions, managers, and coworkers influenced the organizational citizenship behaviors of

Revisiting Organizational Credibility and Organizational Reputation – A Situational Crisis Communication Approach

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Jamal Jamilah

2017-01-01

Full Text Available Organizational credibility, the extent of which an organization as the source of messages is perceived as trustworthy and reliable, is one important aspect to determine organization’s survival. The perceived credibility of the messages will either strengthen or worsen an organization reputation. The primary objective of this paper is to revisit the concept of organizational credibility and its interaction with organizational outcomes such as organizational reputation. Based on the situational crisis communication theory (SCCT, this paper focuses on the impact of organizational credibility on organizational reputation following a crisis. Even though the SCCT has been widely used in crisis communication research, the theory still has its own limitations in explaining factors that could potentially affect the reputation of an organization. This study proposes a model by integrating organizational credibility in the SCCT theoretical framework. Derived from the theoretical framework, three propositions are advanced to determine the relationships between organizational credibility with crisis responsibility and perceived organizational reputation. This paper contributes to further establishing the SCCT and posits key attributes in the organizational reputation processes..

Does organizational culture mediate the relationship between transformational leadership and organizational commitment

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Nor Hazana Abdullah

2015-02-01

Full Text Available To date, the relationships among organizational culture, transformational leadership and organizational commitment have been empirically investigated. However, majority of these studies have been focusing on direct effects of either transformational leadership or organizational culture on organizational commitment in large organizations. This approach might not only hinder our understanding on real predictors of organizational commitment but also obscure the presence of spurious relationships. Therefore, this study aims to determine the mediating effect of organizational culture on the relationship between transformational leadership and organizational commitment among small business employees. An explanatory research design was used with cross-sectional survey as data collection technique. Once the composite reliability, construct, and convergent and discriminant validity of the measurement constructs were established, a Partial Least Square Structural Equation Modeling (PLS-SEM was run to analyze the structural model and the mediating effect of organizational culture. The results showed that organizational culture mediates the effect of transformational leadership on organizational commitment among small business. This study cautions the generalization of findings obtained from large organizations to be extended to small organizations.

A study on relationship between organizational culture and organizational commitment

OpenAIRE

Maryam Khalili

2014-01-01

This paper presents an empirical investigation to study the relationship between organizational culture and organization commitment. The study uses two questionnaires, one for measuring organizational commitment originally developed by Meyer and Allen (1991) [Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human resource management review, 1(1), 61-89.] and the other one for organizational culture developed by Denison and Spreitzer (1991)...

The Effects of Employee’s Perceptions of Organizational Justice and Organizational Trust on Organizational Commitment: A Research on a Public Organization

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Hakan CANDAN

2014-12-01

Full Text Available In this study, it is aimed to present the senses of employees about organizational justice, organizational trust and organizational commitment; and also to research the effects of organizational justice and organizational trust perceptions on organizational commitment. In this context, 260 questionnaires that obtained from registry and cadastre employees and determined appropriate for study is analyzed. Analyses are done by using SPSS 16.0 program and the consequences are consistent with national and international literature. Hypothesizes within the research are tested with correlation and regression analyses. According the consequences, distributional justice perception effects three sub-dimension of organizational commitment (affective, continuity, and normative positively, transactional justice perception has positive effects on only affective commitment and continuity commitment; procedural justice perception has no effect on sub-dimensions of organizational commitment. The other findings are perceptions of trust on manager and trust on organization that are two sub-dimensions of organizational trust; has positive effects on all dimensions of organizational commitment

A systematic review of human factors and ergonomics (HFE)-based healthcare system redesign for quality of care and patient safety.

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Xie, Anping; Carayon, Pascale

2015-01-01

Healthcare systems need to be redesigned to provide care that is safe, effective and efficient, and meets the multiple needs of patients. This systematic review examines how human factors and ergonomics (HFE) is applied to redesign healthcare work systems and processes and improve quality and safety of care. We identified 12 projects representing 23 studies and addressing different physical, cognitive and organisational HFE issues in a variety of healthcare systems and care settings. Some evidence exists for the effectiveness of HFE-based healthcare system redesign in improving process and outcome measures of quality and safety of care. We assessed risk of bias in 16 studies reporting the impact of HFE-based healthcare system redesign and found varying quality across studies. Future research should further assess the impact of HFE on quality and safety of care, and clearly define the mechanisms by which HFE-based system redesign can improve quality and safety of care.

Redesigning Professional Development: Reconceptualising Teaching Using Social Learning Technologies

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Cochrane, Thomas; Narayan, Vickel

2013-01-01

This article evaluates the use of a community of practice model for redesigning a lecturer professional development course investigating the impact of mobile web 2.0 technologies in higher education. The results show a significant change in lecturer conceptions of pedagogy were achieved by this approach. Drawing on our experience of two iterations…

Usability Testing in a Library Web Site Redesign Project.

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McMullen, Susan

2001-01-01

Discusses the need for an intuitive library information gateway to meet users' information needs and describes the process involved in redesigning a library Web site based on experiences at Roger Williams University. Explains usability testing methods that were used to discover how users were interacting with the Web site interface. (Author/LRW)

Redesigning a Large Introductory Course to Incorporate the GAISE Guidelines

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Woodard, Roger; McGowan, Herle

2012-01-01

In 2005, the "Guidelines for Assessment and Instruction in Statistics Education" (GAISE) college report described several recommendations for teaching introductory statistics. This paper discusses how a large multi-section introductory course was redesigned in order to implement these recommendations. The experience described discusses…

Organizational climate, occupational stress, and employee mental health: mediating effects of organizational efficiency.

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Arnetz, Bengt B; Lucas, Todd; Arnetz, Judith E

2011-01-01

To determine whether the relationship between organizational climate and employee mental health is consistent (ie, invariant) or differs across four large hospitals, and whether organizational efficiency mediates this relationship. Participants (total N = 5316) completed validated measures of organizational climate variables (social climate, participatory management, goal clarity, and performance feedback), organizational efficiency, occupational stress, and mental health. Path analysis best supported a model in which organizational efficiency partially mediated relationships between organizational climate, occupational stress, and mental health. Focusing on improving both the psychosocial work environment and organizational efficiency might contribute to decreased employee stress, improved mental well-being, and organizational performance.

Leader - Member Exchange in Different Organizational Cultures and Effects to Organizational Burnout

Directory of Open Access Journals (Sweden)

Erdem Kırkbeşoğlu

2014-06-01

Full Text Available The purpose of this study is to examine the effect of leader- member exchange to burnout syndrome in different organizational cultures. Sample of the study is constituted by 183 participants who work in life insurance companies which represent organic organizational culture and non-life insurance companies which represent mechanical organizational culture. As a result of regression and correlation analysis, it is determined that leader-member exchange in organic organizational culture affects organizational culture negatively and in higher level compared to mechanical organizational cultures.

Endovascular aneurysm repair delivery redesign leads to quality improvement and cost reduction.

Science.gov (United States)

Warner, Courtney J; Horvath, Alexander J; Powell, Richard J; Columbo, Jesse A; Walsh, Teri R; Goodney, Philip P; Walsh, Daniel B; Stone, David H

2015-08-01

Endovascular aneurysm repair (EVAR) is now a mainstay of therapy for abdominal aortic aneurysm, although it remains associated with significant expense. We performed a comprehensive analysis of EVAR delivery at an academic medical center to identify targets for quality improvement and cost reduction in light of impending health care reform. All infrarenal EVARs performed from April 2011 to March 2012 were identified (N = 127). Procedures were included if they met standard commercial instructions for use guidelines, used a single manufacturer, and were billed to Medicare diagnosis-related group 238 (n = 49). By use of DMAIC (define, measure, analyze, improve, and control) quality improvement methodology (define, measure, analyze, improve, control), targets for EVAR quality improvement were identified and high-yield changes were implemented. Procedure technical costs were calculated before and after process redesign. Perioperative services and clinic visits were identified as targets for quality improvement efforts and cost reduction. Mean technical costs before the intervention were $31,672, with endograft implants accounting for 52%. Pricing redesign in collaboration with hospital purchasing reduced mean EVAR technical costs to $28,607, a 10% reduction in overall cost, with endograft implants now accounting for 46%. Perioperative implementation of instrument tray redesign reduced instrument use by 32% (184 vs 132 instruments), saving $50,000 annually. Unnecessary clinic visits were reduced by 39% (1.6 vs 1.1 clinic visits per patient) through implementation of a preclinic imaging protocol. There was no difference in mean length of stay after the intervention. Comprehensive EVAR delivery redesign leads to cost reduction and waste elimination while preserving quality. Future efforts to achieve more competitive and transparent device pricing will make EVAR more cost neutral and enhance its financial sustainability for health care systems. Copyright © 2015 Society for

Human and organizational factors in nuclear safety

International Nuclear Information System (INIS)

Garcia, A.; Barrientos, M.; Gil, B.

2015-01-01

Nuclear installations are socio technical systems where human and organizational factors, in both utilities and regulators, have a significant impact on safety. Three Mile Island (TMI) accident, original of several initiatives in the human factors field, nevertheless became a lost opportunity to timely acquire lessons related to the upper tiers of the system. Nowadays, Spanish nuclear installations have integrated in their processes specialists and activities in human and organizational factors, promoted by the licensees After many years of hard work, Spanish installations have achieved a better position to face new challenges, such as those posed by Fukushima. With this experience, only technology-centered action plan would not be acceptable, turning this accident in yet another lost opportunity. (Author)

ILRS Website Redesign

Science.gov (United States)

Noll, C.; Lee, L.; Torrence, M.

2011-01-01

The International Laser Ranging Service (ILRS) website, http://ilrs.gsfc.nasa.gov, is the central source of information for all aspects of the service. The website provides information on the organization and operation of ILRS and descriptions of ILRS components, data, and products. Furthermore, the website and provides an entry point to the archive of these data and products available through the data centers. Links are provided to extensive information on the ILRS network stations including performance assessments and data quality evaluations. Descriptions of supported satellite missions (current, future, and past) are provided to aid in station acquisition and data analysis. The current format for the ILRS website has been in use since the early years of the service. Starting in 2010, the ILRS Central Bureau began efforts to redesign the look and feel for the website. The update will allow for a review of the contents, ensuring information is current and useful. This poster will detail the proposed design including specific examples of key sections and webpages.

Modeling Organizational Cognition

DEFF Research Database (Denmark)

Secchi, Davide; Cowley, Stephen

2018-01-01

This article offers an alternative perspective on organizational cognition based on e-cognition whereby appeal to systemic cognition replaces the traditional computational model of the mind that is still extremely popular in organizational research. It uses information processing, not to explore...... inner processes, but as the basis for pursuing organizational matters. To develop a theory of organizational cognition, the current work presents an agent-based simulation model based on the case of how individual perception of scientific value is affected by and affects organizational intelligence...... units' (e.g., research groups', departmental) framing of the notorious impact factor. Results show that organizational cognition cannot be described without an intermediate meso scale - called here social organizing - that both filters and enables the many kinds of socially enabled perception, action...

Redesigning the DOE Data Explorer to Embed Dataset Relationships at the Point of Search and to Reflect Landing Page Organization

Directory of Open Access Journals (Sweden)

Sara Studwell

2017-04-01

Full Text Available Scientific research is producing ever-increasing amounts of data. Organizing and reflecting relationships across data collections, datasets, publications, and other research objects are essential functionalities of the modern science environment, yet challenging to implement. Landing pages are often used for providing ‘big picture’ contextual frameworks for datasets and data collections, and many large-volume data holders are utilizing them in thoughtful, creative ways. The benefits of their organizational efforts, however, are not realized unless the user eventually sees the landing page at the end point of their search. What if that organization and ‘big picture’ context could benefit the user at the beginning of the search? That is a challenging approach, but The Department of Energy’s (DOE Office of Scientific and Technical Information (OSTI is redesigning the database functionality of the DOE Data Explorer (DDE with that goal in mind. Phase I is focused on redesigning the DDE database to leverage relationships between two existing distinct populations in DDE, data Projects and individual Datasets, and then adding a third intermediate population, data Collections. Mapped, structured linkages, designed to show user relationships, will allow users to make informed search choices. These linkages will be sustainable and scalable, created automatically with the use of new metadata fields and existing authorities. Phase II will study selected DOE Data ID Service clients, analyzing how their landing pages are organized, and how that organization might be used to improve DDE search capabilities. At the heart of both phases is the realization that adding more metadata information for cross-referencing may require additional effort for data scientists. OSTI’s approach seeks to leverage existing metadata and landing page intelligence without imposing an additional burden on the data creators.

INVESTIGATING THE RELATIONSHIP BETWEEN ORGANIZATIONAL COMMUNICATION AND ORGANIZATIONAL CULTURE

Directory of Open Access Journals (Sweden)

Mădălina ŞOMĂCESCU

2016-05-01

Full Text Available In this paper we investigated the relationship between the organizational communication and organizational culture. The starting point of our analysis is that the two variables are in interdependent relation. Our study, performed in a large public organization operating in Romania and abroad, identified a positive association between the two variables. The organizational communication helps the organization to disseminate the culture among the employees. Also, the organizational culture is developed through the interactions and communications among the staff. The management of the organizations must encourage and promote an open communication in order to create a culture that sustain the performance.

Redesigning Schools to Raise Achievement. Item Number 39-0464

Science.gov (United States)

American Federation of Teachers, 2003

2003-01-01

The primary goal of the American Federation of Teachers' (AFT) Redesigning Schools to Raise Achievement (RSRA) project is to build capacity at the state, district, school, and classroom levels to improve student achievement to meet the goals of the 2001 No Child Left Behind Act. This checklist highlights some of the opportunities and support…

Evaluating treatment process redesign by applying the EFQM Excellence Model

NARCIS (Netherlands)

Nabitz, Udo; Schramade, Mark; Schippers, Gerard

2006-01-01

OBJECTIVE: To evaluate a treatment process redesign programme implementing evidence-based treatment as part of a total quality management in a Dutch addiction treatment centre. METHOD: Quality management was monitored over a period of more than 10 years in an addiction treatment centre with 550

Organizational Change

OpenAIRE

Davis, MC; Coan, P

2015-01-01

This chapter examines how organizational change principles may be applied to promote organizational greening and employee pro-environmental behaviour. Four key areas of change management are focused upon: organizational culture; leadership and change agents; employee engagement; and the differing forms that change may take. The role of each factor in supporting environmental change is discussed, together with relevant research evidence drawn from the corporate sustainability; WPEB; management...

Organizational commitment of a health profession faculty: dimensions, correlates and conditions.

Science.gov (United States)

Marchiori, Dennis M; Henkin, Alan B

2004-06-01

Health professions depend on their faculties to prepare new practitioners, conduct research and provide essential services. Organizational commitment is an important aspect of faculty effectiveness and job performance, and may impact on turnover, absenteeism and interpersonal trust. A survey of organizational commitment, including faculty demographics and workplace variables, was conducted. Respondents were full- and part-time chiropractic faculty working in the United States and Canada. More than 54% of the study population (n = 609) completed and returned the instrument. A large majority of the respondents were male (68.4%) and employed full-time (81.6%). Almost half (47.5%) of the respondents were assigned to the area of patient care at their institutions. This study provides an initial assessment of organizational commitment among chiropractic faculty. Tenure in higher education, gender and age were found to be the most important predictors of organizational commitment.

Perceived Organizational Support and Organizational Citizenship Behavior: The Case of Kuwait

OpenAIRE

Ali H. Muhammad

2014-01-01

This article examines the relationship among perceived organizational support, affective organizational commitment, and employee citizenship behavior in Kuwaiti business organizations. Employees¡¯ affective organizational commitment is proposed to mediate the relationship between perceived organizational support and employee citizenship behavior. Data were collected from 261 employees affiliated with 9 Kuwait business organizations. These businesses represented firms in the banking, and finan...

A study to measure the impact of organizational culture and organizational excellence

Directory of Open Access Journals (Sweden)

Asghar Nikbakht Elham Nikbakht

2012-09-01

Full Text Available Organizational culture plays an important role on increasing organization excellence and there are many evidences through different studies on this relationship. In this paper, we re-examine this relation between organizational culture and six other important factors including quality of leadership, quality of different strategies, quality of human resources, quality of participating in organizational resources, quality of organizational processes and methods of assessment. The study was held among 70 employees of one of distance learning universities located in province of Esfahan, Iran. The study uses Pearson correlation ratio as well as linear regression technique to investigate the relationships. The results confirmed that there are positive and meaningful relationship between organizational culture and quality of leadership, quality of different strategies, quality of human resources, quality of participating in organizational resources, quality of organizational processes but it does not find any meaningful relationship between organizational culture and methods of assessment.

Organizational learning and continuous quality improvement: examining the impact on nursing home performance.

Science.gov (United States)

Rondeau, Kent V; Wagar, Terry H

2002-01-01

Interest is growing in learning more about the ability of total quality management and continuous quality improvement (TQM/CQI) initiatives to contribute to the performance of healthcare organizations. A major factor in the successful implementation of TQM/CQI is the seminal contribution of an organization's culture. Many implementation efforts have not succeeded because of a corporate culture that failed to stress broader organizational learning. This may help to explain why some TQM/CQI programs have been unsuccessful in improving healthcare organization performance. Organizational performance variables and organizational learning orientation were assessed in a sample of 181 Canadian long-term care organizations that had implemented a formal TQM/CQI program. Categorical regression analysis shows that, in the absence of a strong corporAte culture that stresses organizational learning and employee development, few performance enhancements are reported. The results of the assessment suggest that a TQM/CQI program without the backing of a strong organizational learning culture may be insufficient to achieve augmented organizational performance.

An investigation on the role of organizational climate on organizational citizenship behavior

Directory of Open Access Journals (Sweden)

Mahsan Hajirasouliha

2014-04-01

Full Text Available This paper presents an empirical study to investigate the effect of organizational climate on organizational citizenship behavior in one of Iranian automakers. The proposed study uses a standard questionnaire for measuring organizational citizenship behavior, which is adopted from Podsakoff et al. (2000 [Podsakoff, P. M., MacKenzie, S. B., Paine, J. B., & Bachrach, D. G. (2000. Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of management, 26(3, 513-563.]. The study also uses another questionnaire, which measures organizational climate, which is adopted from Arabacı (2010 [Arabacı, I. B. (2010. Academic and administration personnel's perceptions of organizational climate (Sample of Educational Faculty of Fırat University. Procedia-Social and Behavioral Sciences, 2(2, 4445-4450.] and both questionnaires are designed in Likert scale. Cronbach alphas for organizational citizenship behavior and organizational climate are measured as 0.78 and 0.84, respectively, which are above the acceptance level of 0.70. Therefore, we can confirm the validity of both questionnaires. The study is implemented among 200 experts in Iranian automaker, randomly and using Spearman correlation ratio as well as stepwise regression techniques, the study has detected a meaningful relationship between components of organizational climate and organizational citizenship behavior.

Role of Organizational Climate in Organizational Commitment: The Case of Teaching Hospitals.

Science.gov (United States)

Bahrami, Mohammad Amin; Barati, Omid; Ghoroghchian, Malake-Sadat; Montazer-Alfaraj, Razieh; Ranjbar Ezzatabadi, Mohammad

2016-04-01

The commitment of employees is affected by several factors, including factors related to the organizational climate. The aim of this study was to investigate the relationship between organizational commitment of nurses and the organizational climate in hospital settings. A cross-sectional study was conducted in 2014 at two teaching hospitals in Yazd, Iran. A total of 90 nurses in these hospitals participated. We used stratified random sampling of the nursing population. The required data were gathered using two valid questionnaires: Allen and Meyer's organizational commitment standard questionnaire and Halpin and Croft's Organizational Climate Description Questionnaire. Data analysis was done through SPSS 20 statistical software (IBM Corp., Armonk, NY, USA). We used descriptive statistics and Pearson's correlation coefficient for the data analysis. The findings indicated a positive and significant correlation between organizational commitment and organizational climate (r = 0.269, p = 0.01). There is also a significant positive relationship between avoidance of organizational climate and affective commitment (r = 0.208, p = 0.049) and between focus on production and normative and continuance commitment (r = 0.308, p = 0.003). Improving the organizational climate could be a valuable strategy for improving organizational commitment.

Organizational culture modeling

OpenAIRE

Valentina Mihaela GHINEA; Constantin BRĂTIANU

2012-01-01

The purpose of this paper is to present a conceptual analysis of organizational culture modeling in the framework of system dynamics. Tom Peters and Robert Waterman demonstrated through their seminal research that organizational culture constitutes one of the most important key success factors in any company trying to achieve excellence in its business. Organizational culture is a strong nonlinear integrator of the organizational intellectual capital acting especially on the emotional knowled...

The Mediating Effect of Organizational Justice Between Power Sources and Organizational Commitment

OpenAIRE

Pahrudin; Noor; Kasmir

2017-01-01

This study examines the role of organizational justice in the relationship between energy sources and organizational commitment. This study uses structural equation modeling (SEM) to test the hypothesis on a sample of 160 Indonesian workers in a state enterprise. The results show that energy sources are positively associated with organizational commitment and that organizational fairness is positively related to organizational commitment. The power source, in turn, has a positive effect on or...

Effective Organizational Structures and Processes: Addressing Issues of Change

Science.gov (United States)

Andrade, Maureen Snow

2016-01-01

This chapter describes organizational structures and processes at the institutional and project levels for the development and support of distance learning initiatives. It addresses environmental and stakeholder issues and explores principles and strategies of effective leadership for change creation and management.

Does Organizational Forgetting Matter? Organizational Survival for Life Coaching Companies

Science.gov (United States)

Aydin, Erhan; Gormus, Alparslan Sahin

2015-01-01

Purpose: The purposes of this paper are to determine the role of organizational forgetting in different type of coaching companies and to determine organizational survival based on both knowledge structure of coaching companies and organizational forgetting with core features of organizations. Design/methodology/approach: Within the context of…

The Relationship between Perceived Organizational Support and Organizational Cynicism of Research Assistants

Science.gov (United States)

Kasalak, Gamze; Bilgin Aksu, Mualla

2014-01-01

The purpose of this study is to ascertain to what extent organizational cynicism may be predicted based on the level of perceived organizational support by determining the relationship between research assistants' perceived organizational support and organizational cynicism. The population of the study consists of 214 research assistants working…

Enhancing policy innovation by redesigning representative democracy

DEFF Research Database (Denmark)

Sørensen, Eva

2016-01-01

Policy innovation is a key aspect of public innovation, which has been largely overlooked. Political leadership, competition and collaboration are key drivers of policy innovation. It is a barrier in traditional models of representative democracy that they provide weak conditions for collaboration....... Two Danish case studies indicate that collaboration between politicians and relevant and affected stakeholders can promote policy innovation, but also that a redesign of representative democracy is needed in order to establish a productive combination of political leadership, competition...... and collaboration in political life....

Organizational Stress Moderates the Relationship between Mental Health Provider Adaptability and Organizational Commitment

Science.gov (United States)

Green, Amy E.; Dishop, Christopher; Aarons, Gregory A

2016-01-01

Objective Community mental health providers often operate within stressful work environments and are at high risk for emotional exhaustion, which can negatively affect job performance and client satisfaction with services. This cross-sectional study examines the relationships between organizational stress, provider adaptability, and organizational commitment. Methods Variables were analyzed using moderated multi-level regression in a sample of 311 mental health providers from 49 community mental health programs. Results Stressful organizational climate, characterized by high levels of emotional exhaustion, role conflict, and role overload, was negatively related to organizational commitment. Organizational stress moderated the relationship between provider adaptability and organizational commitment, such that those who were more adaptable had greater levels of organizational commitment when organizational stress was low, but were less committed than those who were less adaptable when organizational stress was high. Conclusions In the current study, providers higher in adaptability may perceive their organization as a greater fit when characterized by lower levels of stressfulness; however, highly adaptable providers may also exercise choice that manifests in lower commitment to staying in an overly stressful work environment. Service systems and organizational contexts are becoming increasingly demanding and stressful for direct mental health service providers. Therefore, community mental health organizations should assess and understand their organizational climate and intervene with empirically based organizational strategies when necessary to reduce stressful climates and maintain desirable employees. PMID:27301760

The Effect of Organizational Justice and Perceived Organizational Support on Organizational Citizenship Behaviors: The Mediating Role of Organizational Identification

Science.gov (United States)

Demir, Kamile

2015-01-01

Problem of Study: Research on social exchange relationships does not take into account another vital component of organizational life--namely an individual's sense of belonging and identity. Organizational identification is one of the most crucial factors holding employees together and keeping them committed to the organization. Many studies…

RELATIONSHIP BETWEEN THE LEADERSHIP BEHAVIORS AND ORGANIZATIONAL TRUST AND ORGANIZATIONAL JUSTICE

OpenAIRE

YILMAZ, Kürşad; ALTINKURT, Yahya

2014-01-01

This paper examined the relationships between the school administrators’ leadership behavior and teachers’ perceptions of organizational trust, and organizational justice. The sample of the survey model study consists of 271 high school teachers in the province of Kutahya in Turkey. Data is collected by “Organizational Trust Scale”, “Organizational Justice Scale” and “Leadership Behavior Scale”. Data is analyzed through descriptive statistics and Regression Analysis. The research findings sho...

Impacts of organizational leadership and culture on organizational ...

African Journals Online (AJOL)

Impacts of organizational leadership and culture on organizational trust: Role of job cadre. ... Open Access DOWNLOAD FULL TEXT ... Data analysis via two separate 2X2X2 ANOVA revealed significant main influences of leadership quality ...

Organizational Blogging

DEFF Research Database (Denmark)

Agerdal-Hjermind, Annette

of organizational bloggers. The paper presents findings from a case study of a government agency’s corporate blogging activity, traced through focus group interviews with the organizational bloggers. Based on an empirical investigation of the organizational bloggers using situational analysis and thematic network...... and resources, barriers and opportunities, which employees experience when acting as bloggers, as well as when acting on other transparent Web 2.0 mediated communications platforms for corporate purposes....

Redesign of a Life Span Development Course Using Fink's Taxonomy

Science.gov (United States)

Fallahi, Carolyn R.

2008-01-01

This study compared a traditional lecture-based life span development course to the same course redesigned using Fink's (2003) taxonomy of significant learning. The goals, activities, and feedback within the course corresponded to Fink's 6 taxa (knowledge, application, integration, human dimension, caring, learning how to learn). Undergraduates in…

The correlation between justice and organizational citizenship behavior and organizational identity among nurses.

Science.gov (United States)

Arbabisarjou, Azizollah; Hajipour, Reza; Sadeghian, Mahdi

2014-08-15

"The correlation between justice and organizational citizenship behavior and organizational identity among the nurses", aimed to correlate different aspects of personal feelings and organizational identity in a population of nurses. The population included all nurses working at hospitals affiliated to administry of health, treatment and medical education in Shahre-Kord (Iran) 2009. A sample consisting of 168 nurses was randomly selected out of the population. The study adopted a descriptive-correlative method. The Organizational Justice Questionnaire (1998), the Organizational Citizenship Questionnaire, and Organizational Identity Questionnaire (1982) were used for gathering data. Data was analyzed through multiple regression analysis. The findings revealed that 4 dimensions of organizational citizenship behavior (altruism, civic virtue, conscientiousness, and self-development) are correlated with organizational identity (R² = 0.612); and loyalty and obedience are correlated with distributional justice (R² = 0.71). Also, loyalty, altruism, and obedience are correlated with procedural justice (R² = 0.69) and loyalty and self-development are correlated with distributional justice (R² = 0.89). A correlation was also detected between interactional justice and organizational identity (R² = 0.89). The findings of the study could serve to identify the factors contributing to the creation and recreation of organizational identity, citizenship behavior and justice among nurses, to promote the performance of the organization, and to achieve organizational goals.

Drivers of Organizational Responsiveness: Experiences of a Military Crisis Response Organization

Directory of Open Access Journals (Sweden)

Erik De Waard

2013-08-01

Full Text Available The topic of organizational responsiveness – where organizations need to flexibly react to strategic and operational demands simultaneously – has been under-explored in strategic management research. Our study was initiated to shed more light on this topic, primarily by studying an organization specifically designed to handle crises. By definition, crisis response organizations have to be prepared to react to unpredictable events. Moreover, the volatility of the crisis situation itself requires a high degree of flexibility to get or keep the situation under control. The study hypothesizes modular organizing and organizational sensing to be key drivers of organizational responsiveness. Empirically, we examine the effect these two variables have on the responsiveness of the Netherlands armed forces for crisis response deployment. Findings indicate that modular organizing and organizational sensing are drivers of responsiveness. In addition, our study uncovered the importance of an organization’s level of system decomposition to responsiveness. A high degree of system granularity can lead to a predominantly inward focus whereas organizational responsiveness calls for a strong external orientation.

RELATIONSHIP ORGANIZATIONAL CULTURE AND ORGANIZATIONAL COMMITMENT IN HEALTH INSTITUTIONS

OpenAIRE

SEMERCİOĞLU, M.Serhat; ÇETİN, Derya; PEKSOY, Abdülaziz Ali

2017-01-01

Shared   and  learned   values,   norms, believes,  behaviors and  symbols  which are known  as  organization culture;  is  a holistic element   that   describes  organizational   aims and helpsorganization members to understand  organizational   objectives   within and beyond  the  organizational  environment. From this point of view, successfulfirms have to establish an organization which is powerful and  unique in  their  organizational  cultures. One     of    the     critical     factors...

Organizational Sense: A Notion for Studying Emerging Organizational Professionalism at Work

Directory of Open Access Journals (Sweden)

Gérald Gaglio

2014-03-01

Full Text Available This article examines organizational professionalism at work and in action. I focus on how organizational professionalism emerges in the workplace and what kinds of situated skills are involved. Organizational professionalism is explored in three dimensions (activity, politics, and ethics, from which the notion of organizational senseis developed. Organizational sense has three accepted meanings. The first accepted meaning relates to everydayness and ecologies of action. It has collective, material, and informational dimensions, and is distributed between people and objects. The second accepted meaning concerns the political dimension of performing a professional activity and its sensitivity (attentiveness, discernment, etc.. The third accepted meaning concerns ethics and examines loyalty toward an organization. The notion of organizational sense is illustrated by means of fieldwork with a population of internal communicators working in seven major French organizations. 

Exploring employees' perceptions, job-related attitudes and characteristics during a planned organizational change

Directory of Open Access Journals (Sweden)

Katsaros, K.K.

2014-07-01

Full Text Available The current study explores employee perceptions regarding organizational readiness to change, supervisory support, trust in management and appropriateness of change during a planned organizational change in a public hospital. Survey data were collected at two time periods, before and five months after the initiation of the planned change. Research findings show a significant increase in perceptive organizational readiness to change, supervisory support, trust in management and appropriateness of change after the planned change implementation. Findings also suggest that differences in the aforementioned perceptions are moderated by certain job-related attitudes, namely, job satisfaction, organizational commitment and job involvement; and job-related characteristics, namely, skill variety, task identity, task significance feedback, autonomy and goal clarity. Theoretical and practical implications of these findings are discussed.

Organizational Commitment and Organizational Citizenship Behavior of Preschool Teachers Based on their Employment Status

OpenAIRE

Özlem BAYRAK; Mehmet Ali HAMEDOĞLU

2017-01-01

This study was carried out to investigate the organizational commitment and organizational citizenship levels of preschool teachers on the basis of different variables. 254 preschool teachers were included in the research. “Organizational Commitment Questionnaire” and “Organizational Citizenship Questionnaire” were respectively used for determination of the organizational commitment and organizational citizenship levels of preschool teachers. Statistical analysis of the obtained data was perf...

The Study of Relationship between Organizational Learning and Organizational Performance

Directory of Open Access Journals (Sweden)

Bisotoon Azizi

2017-01-01

Full Text Available The aim of this study was to investigate the relationship between organizational learning and organizational performance among companies operating in the insurance industry of Tehran in Iran. The present study is a descriptive one in terms of the purpose and the method of data collection. The statistical population of the study was all insurance companies in the city of Tehran and 120 insurance companies were selected due to the lack of detailed statistical reference to their number. For this purpose, people were asked some questions who it was authorized to represent the name. The questionnaire is a tool for collecting data. The Gomez questionnaire et al. (2005 was used to measure organizational learning which includes four factors: management commitment, system perspective, openness and experimentation, transfer and integration of knowledge. To measure the organizational performance, the Yang et al. questionnaire (2004 is used. To determine the validity of data collection, the questionnaire was presented to six professors of management at various universities. The validity of questionnaire through the coordination of jury was about %100. The reliability of the questionnaire was conducted on thirty subjects, Cronbach alpha coefficient was calculated 0.91 and 0.85 for organizational learning and organizational performance, respectively. For data analysis, Pearson correlation coefficient and multiple regressions were used. The results showed that there is a positive relationship between organizational learning and its four dimensions (management commitment, vision systems, open space, and experimentation, transfer and integration of knowledge and organizational performance of Tehran insurance companies.

EXPLORATORY ANALYSIS OF ORGANIZATIONAL CULTURE IN GALATI COUNTY BUSINESS ENVIRONMENT

Directory of Open Access Journals (Sweden)

Gabriela GHEORGHE

2014-06-01

Full Text Available Based on data collected as part of the COMOR Project, developed by The Scientific Society of Management from Romania, for the analysis of organizational culture in the Romanian business environment, we have initiated an exploration using Business Intelligence tools. The purpose of this analysis is to find relevant information about the organizational culture for Galati County, starting from the results obtained in this project, and, using data mining techniques, to investigate relationships and links between responses to different survey questions, in this "mine" data, gathered by the project team effort.

Performance Measure Analysis of Command and Control Organizational and Task Structures

National Research Council Canada - National Science Library

Smith, Neil

1996-01-01

.... The purpose of the initial A2C2 experiment was to examine the relationships between organizational structures and task structures involving competition for scarce assets, to serve as an integration...

Organizational turnover as endogenous precursor of industry dynamics and organizational dissolution

NARCIS (Netherlands)

Cattani, Gino; Pennings, Johannes M.; Wezel, Filippo Carlo

2002-01-01

This paper studies the effect of organizational turnover on firm survival within the Dutch accounting service industry during the period 1880-1986. We address three issues: (1) estimating the effect of organizational turnover on organizational dissolution; (2) showing the significance of propinquity

A study on the relationship between emotional intelligence, organizational commitment and organizational citizenship behavior

Directory of Open Access Journals (Sweden)

Saman Chehrazi

2014-06-01

Full Text Available This paper presents a casual structure model between emotional intelligence and organizational citizenship behavior by using organizational commitment as mediator variable. The study is accomplished among 324 employees of united bus company in city of Tehran, Iran. Using structural equation modeling, the study has confirmed that emotional intelligence influenced on organizational citizenship behavior and commitment. The study also confirms that organizational commitment influenced on organizational citizenship behavior. Finally, the study has confirmed that there were significant relationships between emotional intelligence and its dimensions with organizational citizenship behavior and organizational commitment of employees.

Work-family conflict, perceived organizational support, and organizational commitment among employed mothers.

Science.gov (United States)

Casper, Wendy J; Martin, Jennifer A; Buffardi, Louis C; Erdwins, Carol J

2002-04-01

This study investigated the impact of work interfering with family (WIF) and family interfering with work (FIW) on women's organizational commitment and examined both the direct and moderating effects of their perceived organizational support. Participants were 143 professional employed mothers with at least 1 preschool-age child. The study found that WIF was positively related to continuance organizational commitment but unrelated to affective commitment, and FIW was not related to either form of organizational commitment. Results also indicated that perceived organizational support exhibited a main effect on both types of commitment.

The Effects of Organizational Training on Organizational Commitment

Science.gov (United States)

Bulut, Cagri; Culha, Osman

2010-01-01

This empirical study investigated the impact of organizational training on employee commitment focusing on employees' emotional and affective responses towards their organization. Organizational training is conceptualized within a multidimensional framework consisting of motivation for training, access to training, benefits from training and…

Perceptions of Organizational Effectiveness over Organizational Life Cycles.

Science.gov (United States)

Cameron, Kim S.; Whetten, David A.

1981-01-01

Student participants at two universities played multisession simulation games involving the development of 18 organizations. Post-session surveys of 583 participants indicated that organizational effectiveness became more important to participants as the organizations developed. This suggests that future organizational effectiveness studies should…

The Role of Organizational Learning in Transformational Leadership and Organizational Innovation

Science.gov (United States)

Hsiao, Hsi-Chi; Chang, Jen-Chia

2011-01-01

Leadership is an important factor affecting organizational innovation. Many studies show that transformational leadership has positive and significant influence on organizational innovation. Based on a literature review and previous work, this study aims to investigate the influence of transformational leadership on organizational innovation and…

Organizational roles and the work and organizational engagement

Directory of Open Access Journals (Sweden)

Borkowska Anna

2017-06-01

Full Text Available Purpose - The article aims to attempt to define the work and organization engagement of the employees of one of the exclusive hotel spa in Poland. The present paper proposes that organizational roles taken by employees differentiate symptoms of their engagement. The research aims to test the hypothesis and to show the differences at the level of concepts and behaviors. Design/methodology/approach - The following study is an attempt to define the work and organizational engagement of employees of one of the exclusive SPA (sanus per aquam hotels in Poland. The study was conducted using qualitative methods in the form of individual interviews and a group interview. The study described is part of a bigger project implemented in a Hotel. One department within the hotel, the kitchen of the main restaurant, was chosen for analysis. As such, opinions of two managers of various ranks (the Chef and the Deputy Manager of the Hotel and seven persons from the aforementioned department are presented in this paper. Findings - Data analysis allowed us to conclude that organizational roles performed by employees may, in an influential way, shape the level and mental representation of the work and organizational engagement. Our results show that the higher position an employee has in the organizational hierarchy, the better is his/her understanding and the bigger is level of engagement both in work and in the organisation. What’s more, higher organizational role is conducive to mixing these two perspectives, and the lower role makes them clearly separated.

Knowledge management adoption and its impact on organizational learning and non-financial performance

Directory of Open Access Journals (Sweden)

Yudho Giri Sucahyo

2016-06-01

Full Text Available This paper aims to investigate the determinants of knowledge management (KM adoption on organizational and individual level, as well as its impact on non-financial performance through an intermediary of organizational learning (“OL”. The KM adoption model was constructed by using a combination of TOE (Technology, Organizational and Environment for the organizational level and TPE (Technology, Personal, and Environmental framework for the individual level; this we called the TOPE (Technology, Personal, Organizational, and Environment framework. Questionnaires were sent to 60 Indonesian big companies which participated in the Most Admired Knowledge Enterprise (MAKE Award. Data from 139 respondents (51 companies was analysed using partial least squares (PLS. This study showed the most essential factors influencing KM adoption and practice are perceived usefulness, ease of use of KM technology, industrial factors, management support, organization culture, and IT infrastructure. Meanwhile, the factors that are loosely connected to adoption initiative and KM practice are mimetic pressure, strategic planning, and organizational structure. In addition, the result of this study inferred that KM adoption and implementation fairly impact on the improvement of non-financial performance by the intermediary of organizational learning capability improvement.

Business process redesign in healthcare : towards an evidence-based holistic approach

NARCIS (Netherlands)

Vanwersch, R.J.B.; Mans, R.S.; Reijers, H.A.; Shiharzi, A.

2012-01-01

The redesign of business processes has become the key challenge for many healthcare organizations. This paper argues that current main research streams fail to assist healthcare practitioners in facing this challenge. More specifically, the main research streams fail to support practitioners in

Achieving organizational change: findings from a case study of health promoting hospitals in Taiwan.

Science.gov (United States)

Lee, Chiachi Bonnie; Chen, Michael S; Powell, Michael; Chu, Cordia Ming-Yeuk

2014-06-01

The Taiwanese Network of Health Promoting Hospitals (HPH) has been in place since 2006 and developing rapidly. The criticism of inadequate evaluation of the HPH approach taken elsewhere also holds true for the Taiwan HPH Network. Organizational change is a key to sustainable and effective health promotion, and it is also an important aspect in the European HPH movement. Therefore, this study aims to evaluate changes in organizational capacity for the implementation of HPH in Taiwan. All 55 HPH coordinators were invited to participate in the study, and 52 of them completed the questionnaires. The survey covered seven dimensions of HPH organizational capacity, and a total score of each dimension was calculated and converted to a figure on a scale of 10. This study has shown that HPH made a positive impact on HP hospitals in Taiwan regarding organizational change in capacity building for HPH. Leadership, organization culture and mission and strategy received the top three highest mean scores (8.19 ± 1.25, 8.08 ± 1.39, 7.99 ± 1.42), while staff participation received the lowest score (7.62 ± 1.26). The high level of organizational change was associated with the high satisfaction levels of organizational support from the viewpoint of the HPH coordinators. Based on a cluster analysis, a majority of the HP hospitals in Taiwan seemed to have adopted the addition model in putting the HPH initiative into practice; a few hospitals appeared to have accepted HPH initiative well through the integration model. These results presented evidence that HPH contributed to organizational capacity building of hospitals for health promotion.

Organizational Communication Based on Organizational Justice Theory for Motivating Workers with Different Cultural Values

OpenAIRE

山口,生史

2002-01-01

This study is based on organizational justice theory. Although organizational justice theory is useful for explaining organizational behavior, it has not focused on motivation, per se. ln this study, the linkage between organizational justice and motivation is explored with the mediating effect of interpersonal communication in an organization (i.e.，organizational communication).

Re-Designing University Courses to Support Collaborative Knowledge Creation Practices

Science.gov (United States)

Lakkala, Minna; Toom, Auli; Ilomäki, Liisa; Muukkkonen, Hanni

2015-01-01

Higher education institutions should not only aim to educate academic experts who master their own fields, but also give their students generic skills important in the current society. New teaching methods are required to support the development of such skills. The study examined how a group of voluntary university lecturers re-designed their…

Personality, temperament, organizational climate and organizational citizenship behavior of volunteers

Directory of Open Access Journals (Sweden)

Elżbieta Chwalibóg

2011-06-01

Full Text Available The following article aims to present the results of studies on the relationship of temperament, personality and organizational climate with the occurrence of Organizational Citizenship Behavior (OCB in the organization. The study was qualitative, and correlational. The study group consisted of 42 activists in voluntary organizations aged from 18 to 19 years old, 15 men and 27 women. The following questionnaires were used: The scale measuring Organizational Citizenship Behavior (OCB S. Retowski, Formal Characteristics of Behaviour - Temperament Questionnaire (FCZ-KT B. Zawadzki and J. Strelau, Personality Inventory NEO-PI-Costa Jr. and Mc'Crae Polish Adaptation and Organizational Climate Questionnaire by L. von Rosenstiel and R. Bögel – K. Durniat Adaptation. The study revealed a clear positive correlation with Organizational Citizenship Behavior (OCB with a component of Agreeableness - Trust (A1, with Extraversion (E and its components: Warmth (E1, Excitement Seeking (E5 Activity (E4 and Gregariousness (E2 and the component of Conscientiousness – Self-Discipline (C5, component of Openness to Experience – Actions (O4, and also negative correlations with Neuroticism (N and its components: Vulnerability (N6, Self-Consciousness (N4 and Anxiety (N1. The study also revealed a clear positive correlations Organizational Citizenship Behavior (OCB with Activity (AK, Endurance (WT and Briskness (ŻW and a clear negative correlation with Perseveration (PE, Emotional Reactivity (RE. In the group of volunteers there were also showed positive correlations of Organizational Citizenship Behavior (OCB with a Career (Assessment and Promotion (OA and the Communication and Information (KI. Regression model developed using multiple regression (stepwise regression method takes into account the following variables: Activity (AK - Temperament, Agreeableness component of the Personality - Straightforwardness (A2, and the component of Neuroticism – Self

The Relationship between Work Engagement Behavior and Perceived Organizational Support and Organizational Climate

Science.gov (United States)

Köse, Akif

2016-01-01

The purpose of this study is to examine the relationship between work engagement and perceived organizational support and organizational climate. The present study, in which quantitative methods have been used, is carried out in the relational screening model. Perceived organizational support scale, organizational climate scale, and work…

Advancing Care Within an Adult Mental Health Day Hospital: Program Re-Design and Evaluation.

Science.gov (United States)

Taube-Schiff, Marlene; Mehak, Adrienne; Marangos, Sandy; Kalim, Anastasia; Ungar, Thomas

2017-11-13

Day hospital mental health programs provide alternate care to individuals of high acuity that do not require an inpatient psychiatric stay. Ensuring provision of best practice within these programs is essential for patient stabilization and recovery. However, there is scant literature to review when creating such a program. This paper provides an overview of the steps an acute care hospital took when designing and implementing new programming within a day hospital program. Qualitative data was collected following initial program rollout. This data helped to inform the ongoing modification of groups offered, group scheduling and content, as well as ensuring patient satisfaction and adequate skill delivery during the rollout period and beyond. The goal of this paper is to inform health service delivery for other programs when attempting to build or re-design a day hospital program.

A study to measure the impact of organizational culture and organizational excellence

OpenAIRE

Asghar Nikbakht Elham Nikbakht; Ali Soleimani Rad; Mohammad Reza Iravani

2012-01-01

Organizational culture plays an important role on increasing organization excellence and there are many evidences through different studies on this relationship. In this paper, we re-examine this relation between organizational culture and six other important factors including quality of leadership, quality of different strategies, quality of human resources, quality of participating in organizational resources, quality of organizational processes and methods of assessment. The study was held...

THE ANTECEDENTS OF ORGANIZATIONAL AGILITY: ORGANIZATIONAL STRUCTURE, DYNAMIC CAPABILITIES AND CUSTOMER ORIENTATION

OpenAIRE

Kanten, Pelin; Kanten, Selahattin; Keceli, Munevver; Zaimoglu, Zuhal

2017-01-01

This study aims to investigate someantecedents of organizational agility. In the literature, it is seen thatstudies suggest that some organizational factors provide to maintainorganizational agility. Therefore, organizational structure, dynamic capabilitiesand customer orientation are considered as predictors of organizational agilitywithin the scope of the study. For this purpose, the data which were collectedfrom 176 employees in the retailing industry by the survey method were analyzedusin...

The impact of organizational culture on employees’ organizational silence In Shiraz University of Medical Sciences

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Ebrahim Parcham

2017-01-01

Full Text Available Introduction: Organizational Culture is one of the most important factors that can change the climate of silence. The main aim of this research was to investigate the influence of organizational culture on employees’ organizational silence in Shiraz University of Medical Sciences. Method: This research was a descriptive-correlation one. The target population was chosen from 1900 staff of the University of Medical sciences and Health Care headquarter in Shiraz. Thus 311 employees were selected using the Krejcie and Morgan sampling table. The instrument used in this research was Denison (2006 organizational culture questionnaire and Dimitris Buratas and Maria Vacula (2007 organizational culture. Cornbrash’s alpha method was used to calculate the reliability. The Item analysis and expert consensus were applied to calculate the validity of instruments. All gathered data analyzed with PLS software. Results: The results showed that the four dimensions of organizational culture include organizational involvement, organizational adaptability, organizational concistency and organizational mission was moderate and the mean scores obtained for each factor were 2.85, 2.82, 2.94 and 2.93 respectively. Structural equation model showed Organizational culture has a significant positive impact on organizational silence (β=0.68; P<.001. Conclusion: Based on the results and impact of organizational culture on organizational silence that is positive and significant; The organization further efforts to strengthen various aspects of organizational culture, especially the employees’ involvement in decision making; Employees can better express their opinions and thus reduced their organizational silence. In other words strengthening corporate culture is combined with the reduction of organizational silence. Medical organizations can establish appropriate reward system for creative ideas and suggestions to encourage people express their ideas As a result, reduced

Research organizational factors

International Nuclear Information System (INIS)

Coffman, F.D. Jr.

1990-01-01

Organizational processes at nuclear power plants should be sufficient to prevent accidents and to protect public health and safety upon the occurrence of an accident. The role of regulatory research is to confirm that agency assessments of organization processes are on a firm technical basis and provide for improvements in the NRC [Nuclear Regulatory Commission] programs. A firm technical basis is achieved by reducing uncertainties associated with methods and measures used to assess organization processes. The general objective for regulatory research is to confirm that the agency has a coherent understanding of the organizational processes that are individually necessary and are collectively sufficient for safe operations, methods are available to reliably characterize organizational processes, and measures exist to monitor changes in the key organizational processes. The first specific objective was to develop a method to translate organizational processes into PRAs. The discussion provides feedback and insights from experience with the past and the ongoing organizational factors research. That experience suggests a set of ingredients that appear proper for performing regulatory research on organizational processes. By keeping focused upon these proper ingredients, the research will contribute to the regulatory assessments of utility management through the use of improved methods and measures in investigations, inspections, diagnostics, performance indicators, and PRA insights

Impact on Organizational Climate trough Organizational Culture factors. Case Study of Latvia and Lithuania

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Juris Iljins

2016-01-01

Full Text Available Purpose of the article: The purpose of this paper is to investigate the impact of organizational culture on organizational climate in process of change. For solving this problem, it is necessary to identify the main factors of organizational culture in the change process. After exploring the impact of organizational culture on organizational climate through distinguished culture’s factors, article examines how changes can be processed in different cultural environments. Methodology: The research design is based on Yin (1994 methodology and consists of two main stages: data analysis and validation for case study and case study’s methodology according to Yin (1994 (four steps: design the case, conduct the case, analyse the case evidence and develop conclusions. In the first stage an expert evaluation method was used to investigate the significance of organizational culture factors’ impact on organizational climate. Different factors of organizational climate were explored in the paper. To affirm the results triangulation method was applied. To verify the results of the research mathematical calculations and case study were used. Within the research the most significant factors were stressed. During the second stage, the case study was carried out to validate the research results in specific companies. Comparison between medium-size companies was made. It is important, that in case Latvian company (A capital holders are Latvian entrepreneurs and capital holders of Lithuanian company (B are international. Scientific aim: To distinguish organizational culture’s factors that have an impact on organizational climate’s change. Findings: The results of the research confirmed that during the period of changes organizational culture has an impact on organizational climate through specific factors. Theoretical model how change organizational culture impacts organizational climate is developed. Research showed that stability, job satisfaction, team

Organizational Stress as Moderator of Relationship Between Mental Health Provider Adaptability and Organizational Commitment.

Science.gov (United States)

Green, Amy E; Dishop, Christopher R; Aarons, Gregory A

2016-10-01

Community mental health providers often operate within stressful work environments and are at high risk of emotional exhaustion, which can negatively affect job performance and client satisfaction with services. This cross-sectional study examined the relationships between organizational stress, provider adaptability, and organizational commitment. Variables were analyzed with moderated multilevel regression in a sample of 311 mental health providers from 49 community mental health programs. Stressful organizational climate, characterized by high levels of emotional exhaustion, role conflict, and role overload, was negatively related to organizational commitment. Organizational stress moderated the relationship between provider adaptability and organizational commitment, such that those who were more adaptable had greater levels of organizational commitment when organizational stress was low but were less committed than those who were less adaptable when organizational stress was high. Providers higher in adaptability may perceive their organization as a greater fit when the work environment is less stressful; however, highly adaptable providers may also exercise choice that manifests in lower commitment to staying in an overly stressful work environment. Service systems and organizational contexts are becoming increasingly demanding and stressful for direct mental health service providers. Therefore, community mental health organizations should assess and understand their organizational climate and intervene with empirically based organizational strategies when necessary to reduce stressful climates and maintain adaptable employees.

The Relationship Between Organizational Culture and Organizational Commitment in Zahedan University of Medical Sciences

Science.gov (United States)

Azizollah, Arbabisarjou; Abolghasem, Farhang; Amin, Dadgar Mohammad

2016-01-01

Background and Objective: Organizations effort is to achieve a common goal. There are many constructs needed for organizations. Organizational culture and organizational commitment are special concepts in management. The objective of the current research is to study the relationship between organizational culture and organizational commitment among the personnel of Zahedan University of Medical Sciences. Materials and Methods: This is a descriptive- correlational study. The statistical population was whole tenured staff of Zahedan University of Medical Sciences that worked for this organization in 2012-2013. Random sampling method was used and 165 samples were chosen. Two standardized questionnaires of the organizational culture (Schein, 1984) and organizational commitment (Meyer & Allen, 2002) were applied. The face and construct validity of the questionnaires were approved by the lecturers of Management and experts. Reliability of questionnaires of the organizational culture and organizational commitment were 0.89 and 0.88 respectively, by Cronbach’s Alpha coefficient. All statistical calculations performed using Statistical Package for the Social Sciences version 21.0 (SPSS Inc., Chicago, IL, USA). The level of significance was set at Porganizational culture and organizational commitment (P value=0.027). Also, the results showed that there was a significant relation between organizational culture and affective commitment (P-value=0.009), organizational culture and continuance commitment (P-value=0.009), and organizational culture and normative commitment (P-value=0.009). PMID:26925884

The Relationship Between Organizational Culture and Organizational Commitment in Zahedan University of Medical Sciences.

Science.gov (United States)

Azizollah, Arbabisarjou; Abolghasem, Farhang; Mohammad Amin, Dadgar

2015-12-14

Organizations effort is to achieve a common goal. There are many constructs needed for organizations. Organizational culture and organizational commitment are special concepts in management. The objective of the current research is to study the relationship between organizational culture and organizational commitment among the personnel of Zahedan University of Medical Sciences.  This is a descriptive- correlational study. The statistical population was whole tenured staff of Zahedan University of Medical Sciences that worked for this organization in 2012-2013. Random sampling method was used and 165 samples were chosen. Two standardized questionnaires of the organizational culture (Schein, 1984) and organizational commitment (Meyer & Allen, 2002) were applied. The face and construct validity of the questionnaires were approved by the lecturers of Management and experts. Reliability of questionnaires of the organizational culture and organizational commitment were 0.89 and 0.88 respectively, by Cronbach's Alpha coefficient. All statistical calculations performed using Statistical Package for the Social Sciences version 21.0 (SPSS Inc., Chicago, IL, USA). The level of significance was set at Porganizational culture and organizational commitment (P value=0.027). Also, the results showed that there was a significant relation between organizational culture and affective commitment (P-value=0.009), organizational culture and continuance commitment (P-value=0.009), and organizational culture and normative commitment (P-value=0.009).

Human factors evaluation of teletherapy: Training and organizational analysis. Volume 4

International Nuclear Information System (INIS)

Henriksen, K.; Kaye, R.D.; Jones, R.; Morisseau, D.S.; Serig, D.I.

1995-07-01

A series of human factors evaluations were undertaken to better understand the contributing factors to human error in the teletherapy environment. Teletherapy is a multidisciplinary methodology for treating cancerous tissue through selective exposure to an external beam of ionizing radiation. A team of human factors specialists, assisted by a panel of radiation oncologists, medical physicists, and radiation therapists, conducted site visits to radiation oncology departments at community hospitals, university centers, and free-standing clinics. A function and task analysis was initially performed to guide subsequent evaluations in the areas of system-user interfaces, procedures, training and qualifications, and organizational policies and practices. The present work focuses solely on training and qualifications of personnel (e.g., training received before and during employment), and the potential impact of organizational factors on the performance of teletherapy. Organizational factors include such topics as adequacy of staffing, performance evaluations, commonly occurring errors, implementation of quality assurance programs, and organizational climate

Human factors evaluation of teletherapy: Training and organizational analysis. Volume 4

Energy Technology Data Exchange (ETDEWEB)

Henriksen, K.; Kaye, R.D.; Jones, R. [Hughes Training, Inc., Falls Church, VA (United States); Morisseau, D.S.; Serig, D.I. [Nuclear Regulatory Commission, Washington, DC (United States). Div. of Systems Technology

1995-07-01

A series of human factors evaluations were undertaken to better understand the contributing factors to human error in the teletherapy environment. Teletherapy is a multidisciplinary methodology for treating cancerous tissue through selective exposure to an external beam of ionizing radiation. A team of human factors specialists, assisted by a panel of radiation oncologists, medical physicists, and radiation therapists, conducted site visits to radiation oncology departments at community hospitals, university centers, and free-standing clinics. A function and task analysis was initially performed to guide subsequent evaluations in the areas of system-user interfaces, procedures, training and qualifications, and organizational policies and practices. The present work focuses solely on training and qualifications of personnel (e.g., training received before and during employment), and the potential impact of organizational factors on the performance of teletherapy. Organizational factors include such topics as adequacy of staffing, performance evaluations, commonly occurring errors, implementation of quality assurance programs, and organizational climate.

The Relationship between Organizational Trust and Organizational Silence with Job Satisfaction and Organizational Commitment of the Employees of University

Science.gov (United States)

Fard, Parastoo Gashtasebi; Karimi, Fariba

2015-01-01

This study aimed to investigate the structural model between organizational trust and organizational silence with job satisfaction and organizational commitment of the employees of Islamic Azad University of Isfahan, (Khorasgan) branch. The study method is descriptive-correlation. The study population is the employees of Islamic Azad University of…

Redesign of the Human Metabolic Simulator

Science.gov (United States)

Duffield, Bruce; Jeng, Frank; Lange, Kevin

2004-01-01

The National Aeronautics and Space Administration (NASA) is currently building a Human Metabolic Simulator (HMS) at the Johnson Space Center as part of the Advanced Life Support Air Revitalization Technology Evaluation Facility (ARTEF). The purpose of ARTEF is to evaluate Environmental Control and Life Support System Technologies for Advanced Missions. The HMS is needed to reproduce the primary metabolic effects of human respiration on an enclosed atmosphere when humans cannot be present and the impact of human presence on the system is required. A HMS was designed, built and successfully operated in 2000 but larger crew size requirements and the expense of upgrade of the current system necessitate redesign. This paper addresses the redesign. Several concepts were considered, ranging from chemical oxidation of a hydrocarbon like ethanol or ethyl acetate to carbon dioxide and water, oxidation of an iron-containing compound, or by using a fuel cell. For reasons of cost, simplicity, safety and other factors, the concept chosen includes: a molecular sieve packaged as an industrial oxygen concentrator to remove oxygen from the atmosphere, with direct carbon dioxide, water and heat injection. The water injection is done via heating water to steam with a heat exchanger and thermal effects are handled by directly adding heat to the air stream with a second heat exchanger. Both heat exchangers are supplied by a hot oil loop. The amount of oxygen removal, carbon dioxide addition, water addition and heat addition were calculated using metabolic profiles for respiration and heat, calculated using a series of empirical equations developed for International Space Station (ISS). Sketches of the Human Metabolic Simulator and the hot oil bath loop used to supply heat to the heat exchangers are included

Revisiting Organizational Credibility and Organizational Reputation – A Situational Crisis Communication Approach

OpenAIRE

Jamal Jamilah; Abu Bakar Hassan

2017-01-01

Organizational credibility, the extent of which an organization as the source of messages is perceived as trustworthy and reliable, is one important aspect to determine organization’s survival. The perceived credibility of the messages will either strengthen or worsen an organization reputation. The primary objective of this paper is to revisit the concept of organizational credibility and its interaction with organizational outcomes such as organizational reputation. Based on the situational...

Intuitive thinking of design and redesign on innovative aircraft cabin simulator

NARCIS (Netherlands)

Tan, C.F.; Chen, W.; Rauterberg, G.W.M.

2009-01-01

In this paper, the intuition approach in the design and redesign of the environmental friendly innovative aircraft cabin simulator is presented. The simulator is a testbed that was designed and built for research on aircraft passenger comfort improvement of long haul air travel. The simulation

Dimensions of Organizational Coordination

DEFF Research Database (Denmark)

Jensen, Andreas Schmidt; Aldewereld, Huib; Dignum, Virginia

2013-01-01

be supported to include organizational objectives and constraints into their reasoning processes by considering two alternatives: agent reasoning and middleware regulation. We show how agents can use an organizational specification to achieve organizational objectives by delegating and coordinating...... their activities with other agents in the society, using the GOAL agent programming language and the OperA organizational model....

Relationship between Organizational Learning and Organizational Agility in Teaching Hospitals of Yazd

Directory of Open Access Journals (Sweden)

Mohammad Amin Bahrami

2016-10-01

Full Text Available Background: In organizational learning theory, organization is defined as an open system that has the ability to anticipate, identify, define, design, and solve its problems. This study was aimed to examine the relationship between organizational learning and organizational agility in the teaching hospitals of the city of Yazd. Methods: This analytical and cross-sectional study was conducted in 2015 in four teaching hospitals of the city of Yazd. A total of 370 administrative and medical staff contributed in the study. We used stratified-random method for sampling. The required data were gathered using two valid questionnaires including organizational learning questionnaire (Neefe 2001 and organizational agility questionnaire according to the theory of Sharifi & Zhang (1999 being analyzed trough statistical softwares of R and lavaan package, semPlot and semtool for structural equation model and SPSS18 for descriptive statistics. Results: Our results showed a positive significant relationship between organizational learning and organizational agility (0.521. Conclusion: Based on the findings it can be concluded that the implementation of appropriate strategies for improving the organizational capacity to direct its employees’ mental abilities, can improve the ability of organization’s rapid response to surrounding issues which is crucial for its survival and dynamics in today’s changing world.

Conception and validation of the Behavioral Intentions Scale of Organizational Citizenship (BISOC

Directory of Open Access Journals (Sweden)

Ana Cristina Passos Gomes Menezes

2016-01-01

Full Text Available Abstract This study aimed to construct and validate the Behavioral Intentions of Organizational Citizenship Scale (BISOC. Organizational citizenship consists of measures of voluntary behaviors, which are beneficial to organizations and are not explicit in employment contracts. To investigate the psychometric properties of BISOC, we selected 767 employees in different cities from the states of Bahia and Pernambuco (Brazil. The validation procedures adopted, which used techniques from both Classical Test Theory and Item Response Theory, showed that the BISOC has a unidimensional structure. From the initial set of 42 items, 35 items met the validation criteria. By presenting suitable psychometric parameters, BISOC is the first measure of organizational citizenship behaviors developed and validated to assess behavioral intentions.

Organizational strategies mediate nonverbal memory impairment in obsessive-compulsive disorder.

Science.gov (United States)

Savage, C R; Baer, L; Keuthen, N J; Brown, H D; Rauch, S L; Jenike, M A

1999-04-01

Previous neuropsychological studies of obsessive-compulsive disorder (OCD) have indicated impaired executive functioning and nonverbal memory. The extent to which impaired executive functioning impacts nonverbal memory has not been established. The current study investigated the mediating effects of organizational strategies used when copying a figure on subsequent nonverbal memory for that figure. We examined neuropsychological performance in 20 unmedicated subjects with OCD and 20 matched normal control subjects. Subjects were administered the Rey-Osterrieth Complex Figure Test (RCFT) and neuropsychological tests assessing various aspects of executive function. OCD subjects differed significantly from healthy control subjects in the organizational strategies used to copy the RCFT figure, and they recalled significantly less information on both immediate and delayed testing. Multiple regression analyses indicated that group differences in immediate percent recall were significantly mediated by copy organizational strategies. Further exploratory analyses indicated that organizational problems in OCD may be related to difficulties shifting mental and/or spatial set. Immediate nonverbal memory problems in OCD subjects were mediated by impaired organizational strategies used during the initial copy of the RCFT figure. Thus, the primary deficit was one affecting executive function, which then had a secondary effect on immediate memory. These findings are consistent with current theories proposing frontal-striatal system dysfunction in OCD.

Organizational justice, trust, and identification and their effects on organizational commitment in hospital nursing staff.

Science.gov (United States)

Chen, Su-Yueh; Wu, Wen-Chuan; Chang, Ching-Sheng; Lin, Chia-Tzu; Kung, Jung-Yuan; Weng, Hui-Ching; Lin, Yu-Tz; Lee, Shu-I

2015-09-07

It is of importance and urgency for hospitals to retain excellent nursing staff in order to improve patient satisfaction and hospital performance. However, it was found that simply increasing the salary is not the best method to resolve the problem of lacking nursing staff; it is necessary to focus on the impact of non-monetary factors. The delicate relationship between organizational justice, organizational trust, organizational identification, and organizational commitment requires investigation and clarification from more studies if application in nursing practice is to be expected. Therefore, this study was to investigate how the organizational justice perception could affect nurses' organizational trust and organizational identification, and whether the organizational trust and organizational identification could encourage nurses to willingly remain in their jobs and commit themselves to the hospitals. A cross-sectional design was used. Questionnaires were distributed in 2013 to a convenience sample of 400 registered nurses in one teaching hospital in Taiwan: 392 were retrieved. Of these, 386 questionnaires were valid, which was a 96.5% response rate. The SPSS 17.0 and Amos 17.0 (structural equation modeling) statistical software packages were used for data analysis. The organizational justice perceived by nurses significantly and positively affects their organizational trust (γ₁₁ = 0.49) and organizational identification (γ₂₁ = 0.58). Organizational trust (β₃₁ = 0.62) and organizational identification (β₃₂ = 0.53) significantly and positively affect organizational commitment. Hospital managers can enhance the service concepts and attitudes of frontline nursing personnel by maximizing organizational justice, organizational trust and organizational identification. Nursing personnel would then be motivated to provide feedback to the attention and care provided by hospital management by demonstrating substantial improvements in

An integrative review of literature on determinants of nurses' organizational commitment.

Science.gov (United States)

Vagharseyyedin, Seyyed Abolfazl

2016-01-01

This integrative review was aimed to examine in literature and integrate the determinants of nurses' organizational commitment in hospital settings. In this study, an integrative review of the literature was used. The search strategy began with six electronic databases (e.g. CINAHL and Medline). Considering the inclusion criteria, published studies that examined the factors influencing nurses' organizational commitment in the timeframe of 2000 through 2013 were chosen. Data extraction and analysis were completed on all included studies. The final sample for this integrative review comprised 33 studies. Based on common meanings and central issues, 63 different factors contributing to nurses' organizational commitment were integrated and grouped into four main categories: Personal characteristics and traits of nurses, leadership and management style and behavior, perception of organizational context, and characteristics of job and work environment. In general, categories emerged in this study could be useful for formulating initiatives to stimulate nurses' OC. However, little is known about the relative significance of each identified factor among nurses working in different countries. Qualitative research is recommended for narrowing this gap. Future research should be directed to examine the psychometric properties of the organizational scales for nurses in different cultures.

OhioHealth web site wins awards. Draws leadership recognition for outstanding redesign.

Science.gov (United States)

Rees, Tom

2004-01-01

OhioHealth, Columbus, Ohio, has redesigned its web site, making it especially useful and appealing to women. For the collaborative effort, which included the Mayo Clinic and The VIA Group, Portland Maine, it has received numerous awards.

The Influence of Perceived Organizational Injustice towards Workplace Personal Web Usage and Work Productivity in Indonesia

Directory of Open Access Journals (Sweden)

Nur Fathonah

2014-11-01

Full Text Available Workplace personal web usage (WPWU is an employee’s activity in using internet for non-related task during working hours. It is considered a counterproductive behavior when done excessively because it can interrupt employee’s productivity, but it can increase creativity and eliminate boredom when used in a rational amount. The objective of this study was to prove whether perceived organizational injustice had influence on WPWU which affected work productivity. A total of 222 respondents working in various industries were gathered through web-survey. By using multinomial logistic regression analysis, this study found that high level use of internet for unrelated jobs between 2 to 4 hours a day was influenced by respondents’ perception of not getting fair treatment and incentive for being good performer, which then caused them to perform very low completion of tasks. There were two contrasting views regarding this result; organizations considered it as deviant behavior because it reduced employees’ performance whereas employees regarded it as just short breaks to get rid of stress. Hence, this finding suggested that companies should redesign its internet policies to accommodate “Work-Life Blend”; blending work and personal lives, as a consequence of cultural shift in the era of globalization and new technologies. Keywords: Organizational Justice, Workplace Personal Web Usage, Work Productivity, Work-Life Blend, Indonesia.

Which kind of knowledge is suitable for redesigning hospital logistic processes?

NARCIS (Netherlands)

Maruster, L; Jorna, RJ; Miksch, S; Hunter, J; Keravnou, E

2005-01-01

A knowledge management perspective is rarely used to model a process. Using the cognitive perspective on knowledge management in which we start our analysis with events and knowledge (bottom-up) instead of with processes and units (top-down), we propose a new approach for redesigning hospital

Organizational Identity

DEFF Research Database (Denmark)

Hatch, Mary Jo; Schultz, Majken

This text presents the classic works on organizational identity alongside more current thinking on the issues. Ranging from theoretical contributions to empirical studies, the readings in this volume address the key issues of organizational identity, and show how these issues have developed through...

Moderating effects of nurses' organizational support on the relationship between job satisfaction and organizational commitment.

Science.gov (United States)

Chang, Ching-Sheng

2015-06-01

The aim was to investigate whether job satisfaction enhances organizational commitment among nursing personnel while exploring whether organizational support perception has a moderating effect on the relationship between their job satisfaction and organizational commitment. A cross-sectional survey was sent to 400 nurses; 386 valid questionnaires were collected, with a valid response rate of 96.5%. According to the research findings, nurses' job satisfaction has a positive and significant influence on organizational commitment. Results also indicated that the moderating effect of nurses' organizational support perception on the relationship between their job satisfaction and organizational commitment was stronger for high organizational support perception than it was for low organizational support perception. This study suggests that organizational support perception will develop a sense of belonging, and this will help improve nurses' job satisfaction and organizational commitment. This kind of relationship is rarely discussed in the research literature, and it can be applied for human resources management of nursing staff. © The Author(s) 2014.

Redesigning Health Information Systems in Developing Countries

DEFF Research Database (Denmark)

Mengiste, Shegaw Anagaw; Kimaro, Honest; Aanestad, Margunn

2008-01-01

or no end user involvement results in a centralised HIS with an extensive, somewhat inappropriate, but also inflexible set of standards. Consequently, the HIS is not very useful for the wished-for decentralisation of health services, and there is an urgent need to redesign the existing HIS in order to make...... degree of control over a decentralised HIS, including budgets and the use of resources, should be delegated to the district administration. In order to achieve the aim of a locally relevant, well-working HIS, it is necessary that appropriate authority, capacity and decentralised allocation of resources...

Personality, temperament, organizational climate and organizational citizenship behavior of volunteers

OpenAIRE

Elżbieta Chwalibóg

2011-01-01

The following article aims to present the results of studies on the relationship of temperament, personality and organizational climate with the occurrence of Organizational Citizenship Behavior (OCB) in the organization. The study was qualitative, and correlational. The study group consisted of 42 activists in voluntary organizations aged from 18 to 19 years old, 15 men and 27 women. The following questionnaires were used: The scale measuring Organizational Citizenship Behavior (OCB) S. Reto...

Impact of organizational culture on organizational commitment and job satisfaction

OpenAIRE

Abid Alvi, Huma; Hanif, Mehmood; Adil, Muhammad Shahnawaz; Ahmed, Rizwan Raheem; Vveinhardt, Jolita

2014-01-01

In this study, the researcher has tried toinvestigate the three types of organizational culture and its impact on job satisfaction and employee commitment in Chemical Sector of Karachi. The core objective of the study is toidentify the impact of organizational culture on job satisfaction and employeecommitment in Chemical Sector so as to improve the job satisfaction andcommitment of the employees in their working environment. And research questionis what is the impact of organizational cultur...

The relationship between organizational commitment components and organizational citizenship behavior in nursing staff

Directory of Open Access Journals (Sweden)

Leyla Amin Bandar Cham Khaleh

2016-05-01

Full Text Available Organizational commitment has been considered as the most important concept in organizational behavior dimensions and human resources management. In all of the organizations, organizational commitment exerts a positive effect on the staff members’ performance. Therefore, the organizations are in need of committed and responsible workforce. The current study has dealt with the survey of the extent the organizational commitment components relate to the organizational citizenship behavior among the nursing staff in Al-Zahra (May God give her best of regards hospital in 2015. The current study is a descriptive-correlation research and it is an applied research from the objective point of view. The study population includes Al-Zahra (May God give her best of regards nursing hospital staff in 2015 and they were selected based on an availability method and the total study sample volume reaches to about 130 individuals. To collect the demographic characteristics information there was made use of Allen-Mayer organizational commitment questionnaire and Podsakoff’s organizational citizenship behavior questionnaire was also applied. Data analysis was conducted through descriptive statistics includes frequency, mean and percentage and inferential statistics including Mann-Whitney, X2 and Pierson correlation coefficient by taking advantage of SPSS 20. The results of the present study indicated that there is no significant relationship between affective and normative commitment components and the employees’ organizational citizenship behavior. According to the relationship between organizational commitment and nursing staff organizational citizenship behavior staff members should be selected from among the committed and responsible individuals in order for the organizational objectives and goals to be advanced and the managers should set the ground for the staff progress and sublimation.

Applying Organizational Change to Promote Lesbian, Gay, Bisexual, and Transgender Inclusion and Reduce Health Disparities.

Science.gov (United States)

Eckstrand, Kristen L; Lunn, Mitchell R; Yehia, Baligh R

2017-06-01

Lesbian, gay, bisexual, and transgender (LGBT) populations face numerous barriers when accessing and receiving healthcare, which amplify specific LGBT health disparities. An effective strategic approach is necessary for academic health centers to meet the growing needs of LGBT populations. Although effective organizational change models have been proposed for other minority populations, the authors are not aware of any organizational change models that specifically promote LGBT inclusion and mitigate access barriers to reduce LGBT health disparities. With decades of combined experience, we identify elements and processes necessary to accelerate LGBT organizational change and reduce LGBT health disparities. This framework may assist health organizations in initiating and sustaining meaningful organizational change to improve the health and healthcare of the LGBT communities.

Leveraging organizational dynamics in buildings to change behavior

Science.gov (United States)

Hewitt, Elizabeth L.

Buildings may be stationary, but they are not static; they are dynamic and active collectives of agents and actors, and play an important cultural and social role in shaping norms and influencing outcomes in the built environment. This research develops and applies a unique framework that conceptualizes the urban multifamily residential building as an organization, and seeks to use this lens to better understand the role of organizational characteristics in influencing energy efficiency in buildings. This work finds that an organizational analogy is a fruitful approach for understanding buildings, and that buildings in many ways can and do function successfully as organizations. In particular, eight organizational characteristics are explored here that extend well to buildings. These eight organizational characteristics are also explored more deeply to support an argument that some buildings have an organizational advantage that well positions them to undertake energy efficiency initiatives. One organizational characteristic -- the ownership type of the building -- is determined to be particularly important in driving energy outcomes in multifamily buildings in New York City. In particular, it was found that cooperative buildings in the New York City housing market consume less energy citywide than other types of multifamily properties, holding all else equal. Conversely, it was also found that rental buildings tend to consume more energy citywide. Subsequent qualitative case study work in a small Brooklyn cooperative building offers a deeper understanding of organizational decentralization and its role in driving decision-making and outcomes in the building. Additional comparative work in two rental properties -- one high-income and one low-income -- adds additional context and understanding to economic considerations such as the influence of income in overriding centralized efforts to operate the building efficiently. Ultimately, this research develops an analogy

Aiming for Service Excellence: Implementing a Plan for Customer Service Quality at a Blended Service Desk

Science.gov (United States)

Oud, Joanne; Genzinger, Peter

2016-01-01

This article discusses a public service review and redesign that resulted in a blended service desk combining reference and circulation functions, staffed by nonlibrarians. The redesign implements a number of organizational structures that encourage service excellence, as found in the business literature and in examples of nonlibrary organizations…

Organizational Remembering as Narrative

DEFF Research Database (Denmark)

Musacchio Adorisio, Anna Linda

2014-01-01

This article focuses on organizational remembering in banking. To provide an alternative to the repository image of memory in organization, organizational remembering is conceptualized as narrative, where narrative represents a way to organize the selection and interpretation of the past....... The narrative perspective deals with both the experiential and contextual nature of remembering by addressing concerns raised by critiques of organizational memory studies, namely, the subjective experience of remembering and the social and historical context in which remembering takes place. Antenarrative...... the narrative perspective reveals ruptures and ambiguities that characterize organizational remembering that would remain hidden in the organizational memory studies approach....

METHODOLOGICAL GROUNDS ABOUT ALGORITHM OF DEVELOPMENT ORGANIZATIONAL ANALYSIS OF RAILWAYS OPERATION

Directory of Open Access Journals (Sweden)

H. D. Eitutis

2010-12-01

Full Text Available It was established that the initial stage of reorganization is to run diagnostics of the enterprise, under which a decision on development of an algorithm for structural transformations shall be made. Organizational and management analysis is an important component of diagnostics and is aimed at defining the methods and principles for the enterprise management system. The results of the carried out organizational analysis allow defining the problems and «bottle necks» in the system of strategic management of Ukrainian railways as a whole and in different directions of their economic activities.

The effect of perceived organizational support on organizational commitment of diagnostic imaging radiographers

International Nuclear Information System (INIS)

Makanjee, Chandra Rekha; Hartzer, Yolanda F.; Uys, Ilse L.

2006-01-01

This article arises from a research project investigating the effects of occupational stress and organizational commitment of diagnostic imaging radiographers on rendering quality service. One of the main aims of this project was to determine the extent to which perceived organizational support influenced commitment of radiographers to the organization, to reduce turnover intent and quality of service rendered. A descriptive correlation study design, based on questionnaires completed by 119 radiographers from 11 organizations, revealed that organizational commitment was moderate towards a tendency of poor. A positive relationship was found between various antecedents of perceived organizational support and organizational commitment (mainly affective and normative), indicating that perceived organizational support positively influenced radiographers' organizational commitment. There is a clear indication of turnover intent, which in turn has a negative impact on rendering quality service. In conclusion, to reduce turnover intent, and improve quality of service rendered, management needs to play an important role in creating a positive working environment for radiographers to perform their tasks

Perceived Organizational Red Tape and Organizational Performance in Public Services

DEFF Research Database (Denmark)

Jacobsen, Christian Bøtcher; Jakobsen, Mads Leth

2018-01-01

The claim that perceived organizational red tape hampers public services has become a central theme in public administration research. Surprisingly, however, few scholars have empirically examined the impact of perceived red tape on organizational performance. This study empirically analyzes how...... perceived organizational red tape among managers and frontline staff relates to objectively measured performance. The data consists of survey responses from teachers and principals at Danish upper secondary schools combined with grade-level administrative performance data. Based on theories of red tape...... and motivation crowding, we hypothesize that perceived organizational red tape reduces performance within such organizations. The empirical result is a small, negative relationship between staff perception of red tape and performance, and no relationship between manager-perceived red tape and performance....

Organizational Factors of Justice and Culture Leading to Organizational Identification in Merger and Acquisition

Science.gov (United States)

Ismail, Maimunah; Umar Baki, Nordahlia

2017-01-01

Purpose: This paper aims to examine the influence of two organizational factors, namely, organizational justice and organizational culture, on organizational identification as perceived by employees following merger and acquisition (M&A) in Malaysia. Design/methodology/approach: The study, which adopts the Social Identity Theory as its…

Organizational commitment of military physicians.

Science.gov (United States)

Demir, Cesim; Sahin, Bayram; Teke, Kadir; Ucar, Muharrem; Kursun, Olcay

2009-09-01

An individual's loyalty or bond to his or her employing organization, referred to as organizational commitment, influences various organizational outcomes such as employee motivation, job satisfaction, performance, accomplishment of organizational goals, employee turnover, and absenteeism. Therefore, as in other sectors, employee commitment is crucial also in the healthcare market. This study investigates the effects of organizational factors and personal characteristics on organizational commitment of military physicians using structural equation modeling (SEM) on a self-report, cross-sectional survey that consisted of 635 physicians working in the 2 biggest military hospitals in Turkey. The results of this study indicate that professional commitment and organizational incentives contribute positively to organizational commitment, whereas conflict with organizational goals makes a significantly negative contribution to it. These results might help develop strategies to increase employee commitment, especially in healthcare organizations, because job-related factors have been found to possess greater impact on organizational commitment than personal characteristics.

Organizational architecture of multinational company

OpenAIRE

Vrbová, Tereza

2012-01-01

The Bachelor's Thesis ,,Organizational architecture of multinational company" sets the target to analyse organizational structures used in multinational companies at present. In the teoretical section is briefly described development of this subject, basic concepts associated with organizational architecture such as globalization, multinational companies and organizational architecture. I also generalized main characteristics of organizational forms and describe their pros and cons. The pract...

Redesign of a supply network by considering stochastic demand

Directory of Open Access Journals (Sweden)

Juan Camilo Paz

2015-09-01

Full Text Available This paper presents the problem of redesigning a supply network of large scale by considering variability of the demand. The central problematic takes root in determining strategic decisions of closing and adjusting of capacity of some network echelons and the tactical decisions concerning to the distribution channels used for transporting products. We have formulated a deterministic Mixed Integer Linear Programming Model (MILP and a stochastic MILP model (SMILP whose objective functions are the maximization of the EBITDA (Earnings before Interest, Taxes, Depreciation and Amortization. The decisions of Network Design on stochastic model as capacities, number of warehouses in operation, material and product flows between echelons, are determined in a single stage by defining an objective function that penalizes unsatisfied demand and surplus of demand due to demand changes. The solution strategy adopted for the stochastic model is a scheme denominated as Sample Average Approximation (SAA. The model is based on the case of a Colombian company dedicated to production and marketing of foodstuffs and supplies for the bakery industry. The results show that the proposed methodology was a solid reference for decision support regarding to the supply networks redesign by considering the expected economic contribution of products and variability of the demand.

Relationship Between Organizational Culture and Organizational Effectiveness - A Study of Nurses in Taiwan.

Science.gov (United States)

Yan, Yu-Hua

2016-01-01

Organizational culture refers to the beliefs and values that have existed in an organization for a long time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and behavior. It is therefore essential to understand the relationship between organizational cultures and organizational effectiveness. A cross-sectional study was undertaken that focused on hospital nurses in Taiwan. Data was collected using a structured questionnaire; 900 questionnaires were distributed and 473 valid questionnaires were returned. Organizational cultures were significantly (positively) correlated with organizational effectiveness (p<0.001). When the interaction between the leadership and employees is good, the latter will make a greater contribution to team communication and will also be encouraged to accomplish the mission and objectives assigned by the organization, thereby enhancing organizational effectiveness.

[Safe and family-centered maternity hospitals: organizational culture of maternity hospitals in the province of Buenos Aires].

Science.gov (United States)

Ramos, Silvina; Romero, Mariana; Ortiz, Zulma; Brizuela, Vanessa

2015-12-01

In 2010, the Safe and Family-Centered Maternity Hospitals initiative was launched in order to transform large public maternity centers into settings where safe practices are implemented and the rights of women, newborn infants and families are warranted. As a result, the paradigm of perinatal care was modified. This article reports on the findings of organizational culture as a component for the implementation of the initiative. The sample was selected in a non-probabilistic way and was made up of 29 public hospitals located in the province of Buenos Aires that participated in the initiative. During 2011 and 2012, an anonymous, self-administered survey was completed by members of the Department of Neonatology and the Department of Obstetrics. The survey collected information on three dimensions of the organizational culture: organizational environment, safe practices, and facilitation of change. A total of 1828 surveys were collected; 51% of survey respondents stated that there is a need to improve communication by having more meetings, while 60% made a positive assessment of various aspects of leadership. Work overload was described as the main cause of conflicts by 60%. Approximately 25% agreed and showed commitment with the initiative of transforming maternity centers. Adherence to practices was dissimilar depending on the practice, but half of survey respondents reported that there were genuine reasons for change. The assessment of the organizational culture showed that commitment to the Safe and Family-Centered Maternity Hospitals initiative is yet to be consolidated, and the evaluation of leadership is not comprehensive. Work overload and communication failures are the main reasons for conflict.

Organizational Justice

Science.gov (United States)

Burns, Travis

2013-01-01

Helping principals understand the importance of organizational justice is the first step in enhancing learning outcomes for all learners, regardless of their social class, race, abilities, sex, or gender. In schools, organizational justice may be defined as teachers' perceptions of fairness, respect, and equity that relate to their interactions…

Relationship between Organizational Perceived Justice and Organizational Citizenship Behavior among an Iranian Hospital's Employees, 2013.

Science.gov (United States)

Bahrami, Mohammad Amin; Montazeralfaraj, Razieh; Gazar, Saeed Hashemi; Tafti, Arefeh Dehghani

2014-01-01

Organizational citizenship behavior just referred to a set of discretionary workplace behaviors that exceed one's job requirements. The main objective of this study was to determine the relationship between organizational perceived justice and organizational citizenship behavior. This cross-sectional study was done in Shahid Sadoughi Hospital in Yazd, Iran in 2013. A total of 100 hospital employees contributed in the study. The required data was gathered using 2 valid questionnaires, including the Moorman & Niehoff organizational perceived justice questionnaire and the McKinsey organizational citizenship behavior questionnaire. Data were analyzed using SPSS version 16. Descriptive statistics, Chi square, and Pearson's correlation coefficient were used for data analysis. There was a significant positive relationship between organizational perceived justice and organizational citizenship behavior among the studied hospital's employees (P ≤ 0.05, R = 0.33). This study confirmed that any policy that leads to better organizational justice perception will contribute in better organizational citizenship behavior which will increase the hospital's productivity.

DSS FOR ORGANIZATIONAL DIAGNOSIS

NARCIS (Netherlands)

FROWEIN, JC; POSTMA, TJBM

1992-01-01

Information technology in relation to organizational diagnosis and organizational change is the subject of extensive and increasing discussion. A condition for change is insight into organizational problems. This paper discusses the relation between the concepts ''problem'', ''decision making'' and

Does organizational agility affect organizational learning capability? Evidence from commercial banking

OpenAIRE

Zaina Mustafa Mahmoud Hamad; Uğur Yozgat

2017-01-01

Both organizational agility and learning capability are prerequisites for organizational survival and success. This study explores the contribution of agility practices to organizational learning capabilities at the commercial banks in Jordan. To examine the proposed model, a sample of 158 employees within top and middle managements was used. Structural Equation Modeling was conducted for assessing validity and reliability of measurement instrument, evaluating model fit, and testing hypothese...

Learning organizations, internal marketing, and organizational commitment in hospitals.

Science.gov (United States)

Tsai, Yafang

2014-04-04

Knowledge capital is becoming more important to healthcare establishments, especially for hospitals that are facing changing societal and industrial patterns. Hospital staff must engage in a process of continual learning to improve their healthcare skills and provide a superior service to their patients. Internal marketing helps hospital administrators to improve the quality of service provided by nursing staff to their patients and allows hospitals to build a learning culture and enhance the organizational commitment of its nursing staff. Our empirical study provides nursing managers with a tool to allow them to initiate a change in the attitudes of nurses towards work, by constructing a new 'learning organization' and using effective internal marketing. A cross-sectional design was employed. Two hundred questionnaires were distributed to nurses working in either a medical centre or a regional hospital in Taichung City, Taiwan, and 114 valid questionnaires were returned (response rate: 57%). The entire process of distribution and returns was completed between 1 October and 31 October 2009. Hypothesis testing was conducted using structural equation modelling. A significant positive correlation was found between the existence of a 'learning organization', internal marketing, and organizational commitment. Internal marketing was a mediator between creating a learning organization and organizational commitment. Nursing managers may be able to apply the creation of a learning organization to strategies that can strengthen employee organizational commitment. Further, when promoting the creation of a learning organization, managers can coordinate their internal marketing practices to enhance the organizational commitment of nurses.

Employees' responses to an organizational merger: Intraindividual change in organizational identification, attachment, and turnover.

Science.gov (United States)

Sung, Wookje; Woehler, Meredith L; Fagan, Jesse M; Grosser, Travis J; Floyd, Theresa M; Labianca, Giuseppe Joe

2017-06-01

The authors used pre-post merger data from 599 employees experiencing a major corporate merger to compare 3 conceptual models based on the logic of social identity theory (SIT) and exchange theory to explain employees' merger responses. At issue is how perceived change in employees' own jobs and roles (i.e., personal valence) and perceived change in their organization's status and merger appropriateness (i.e., organizational valence) affect their changing organizational identification, attachment attitudes, and voluntary turnover. The first model suggests that organizational identification and organizational attachment develop independently and have distinct antecedents. The second model posits that organizational identification mediates the relationships between change in organizational and personal valence and change in attachment and turnover. The third model posits that change in personal valence moderates the relationship between changes in organizational valence and in organizational identification and attachment. Using latent difference score (LDS) modeling in an SEM framework and survival analysis, the results suggest an emergent fourth model that integrates the first and second models: Although change in organizational identification during the merger mediates the relationship between change in personal status and organizational valence and change in attachment, there is a direct and unmediated relationship between change in personal valence and attachment. This integrated model has implications for M&A theory and practice. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Structural analysis of 177-FA redesigned surveillance specimen holder tube

International Nuclear Information System (INIS)

Pryor, C.W.; Thoren, D.E.; Vames, G.J.; Harris, R.J.

1976-08-01

Because of in-service operational problems, the surveillance specimen holder tubes described in B and W topical report BAW-10051 have been redesigned. This report describes the new design and structural analysis for normal operation and upset loading conditions. The results of the analysis demonstrate the adequacy of the new surveillance specimen holder tubes for their design life of 40 years

Effects of a Redesigned Classroom on Play Behaviour among Preschool Children

Science.gov (United States)

Acer, Dilek; Gözen, Göksu; Firat, Zehra Saadet; Kefeli, Hatice; Aslan, Büsra

2016-01-01

Current research exists regarding the play behaviour of students in various settings and with varying abilities. Regardless, there needs to be improved understanding of how students' play behaviour is affected when their classroom environment is significantly redesigned. This study examined, over a 21-week period between December 2013 and May…

A Study on Situated Cognition: Product Dissection's Effect on Redesign Activities

Science.gov (United States)

Grantham, Katie; Okudan Kremer, Gül E.; Simpson, Timothy W.; Ashour, Omar

2013-01-01

Situated cognition theory describes the context of a learning activity's effect on learner's cognition. In this paper, we use situated cognition theory to examine the effect of product dissection on product redesign activities. Two specific research questions are addressed: 1) Does situated cognition, in the form of product dissection, improve…

Information Technology Management: Course Re-Design Using an Assessment Driven Approach

Science.gov (United States)

Schwieger, Dana; Surendran, Ken

2013-01-01

One of the core courses in the IS2010 Model Curriculum Guideline is "IS Strategy, Management and Acquisition" ("ISMA"). The authors redesigned their pre-IS2010 model Information Technology Management (ITM) course to meet the skills development stated in the ISMA course. Since the IT discipline is changing rapidly, the technical…

Striving for Excellence: Organizational Climate Matters

Directory of Open Access Journals (Sweden)

Shelley Phipps

2013-06-01

Full Text Available Objective – To describe steps undertaken by the University of Connecticut Libraries to respond to the results of an organizational climate assessment. More than 80% of the Libraries’ staff members completed the ClimateQUAL® survey instrument in the spring of 2007. An organizational development consultant designed a format for focus groups to provide anonymous, but more detailed, experience-based information to help the Libraries discover, understand, and respond to the root causes of “problem” areas indicated by the survey results.Methods – In November 2007, the consultant conducted five 90-minute, on-site focus group sessions, each with 7-15 participants. Two of the sessions were open to all staff members, while the others focused on underrepresented minority group members, team leaders, and the staff of one specific team.Results – A summary report based on compiled data and including recommendations was submitted and discussed with the Libraries’ Leadership Group. In line with organizational development practice, recommendations were made to engage those closest to the “problems” (i.e., the staff to design and recommend improvements to internal systems. The consultant advised the formation of six teams to address internal systems, and an initial three teams comprised of staff members from across the library were formed. These teams were charged with formulating a set of recommended actions that will contribute to a healthier organizational climate in three areas: leadership and team decision making; performance management; and hiring, merit, and promotion. The findings, recommendations, and progress-to-date of each team are summarized.Conclusion – The ClimateQUAL® results and the follow-up with the organizational development consultant helped in identifying potential problem areas within the Libraries’ internal systems. The consultant made recommendations that led to the development of concrete roadmaps, benchmarks, and

Organizational socialization in team sport environments.

Science.gov (United States)

Benson, A J; Evans, M B; Eys, M A

2016-04-01

Socialization tactics are often used to manage initial group member interactions in a way that facilitates transition experiences. Although this process is heavily researched in organizational contexts, we sought to extend this line of inquiry to sport by examining the nature of socialization tactics used to integrate new members into existing teams. Interviews were conducted with 12 coaches and 12 athletes from several Canadian Interuniversity Sport teams to explore the nature of socialization and the circumstances underscoring why certain approaches are taken over others. A key process involved establishing congruency of role expectations between incoming athletes and group leaders, and socialization processes balanced expectations of conformity with encouragement of individual personalities within the group. A conceptual basis to examine socialization into team sport environments is discussed in relation to the extant organizational theories, and the practical implications of delineating sport socialization tactics are forwarded. © 2015 John Wiley & Sons A/S. Published by John Wiley & Sons Ltd.

Researching organizational factors

International Nuclear Information System (INIS)

Coffman, F.

1991-01-01

This paper discusses feedback and insights from experience (both successful and unsuccessful) with the past and the ongoing organizational factors research. That experience suggests a leading set of ingredients that appear proper for performing regulatory research on organizational processes. By keeping focused upon these proper ingredients, the research will contribute to the regulatory assessments of utility management through the use of improved methods and measures in investigations, inspections, diagnostics, performance indicators, and PRA insights. This paper is organized into (1) an introductory description of what the agency is doing to assess organizational effectiveness, (2) some insights from past and ongoing research, (3) an opinion on a leading set of ingredients to properly research organizational factors, and (4) a summary

Appointment Template Redesign in a Women's Health Clinic Using Clinical Constraints to Improve Service Quality and Efficiency.

Science.gov (United States)

Huang, Y; Verduzco, S

2015-01-01

Patient wait time is a critical element of access to care that has long been recognized as a major problem in modern outpatient health care delivery systems. It impacts patient and medical staff productivity, stress, quality and efficiency of medical care, as well as health-care cost and availability. This study was conducted in a Women's Health Clinic. The objective was to improve clinic service quality by redesigning patient appointment template using the clinical constraints. The proposed scheduling template consisted of two key elements: the redesign of appointment types and the determination of the length of time slots using defined constraints. The re-classification technique was used for the redesign of appointment visit types to capture service variation for scheduling purposes. Then, the appointment length was determined by incorporating clinic constraints or goals, such as patient wait time, physician idle time, overtime, finish time, lunch hours, when the last appointment was scheduled, and the desired number of appointment slots, to converge the optimal length of appointment slots for each visit type. The redesigned template was implemented and the results indicated a 73% reduction in average patient waiting from the reported 40 to 11 minutes. The patient no-show rate was reduced by 4% from 24% to 20%. The morning section on average finished about 11:50 am. The clinic day was finished around 4:45 pm. Provider average idle time was estimated to be about 5 minutes, which can be used for charting/documenting patients. This study provided an alternative method of redesigning appointment scheduling templates using only the clinical constraints rather than the traditional way that required an objective function. This paper also documented the employed methods step by step in a real clinic setting. The implementation results concluded a significant improvement on patient wait time and no-show rate.

Organizational Science

Science.gov (United States)

Beriwal, Madhu; Clegg, Stewart; Collopy, Fred; McDaniel, Reuben, Jr.; Morgan, Gareth; Sutcliffe, Kathleen; Kaufman, Roger; Marker, Anthony; Selwyn, Neil

2013-01-01

Scholars representing the field of organizational science, broadly defined as including many fields--organizational behavior and development, management, workplace performance, and so on--were asked to identify what they considered to be the most exciting and imaginative work currently being done in their field, as well as how that work might…

ORGANIZATIONAL CITIZENSHIP BEHAVIOUR AND ORGANIZATIONAL LEARNING CLIMATE RELATIONSHIP

OpenAIRE

Mine TA rker

2008-01-01

Global competition highlights the importance of innovation, flexibility, responsiveness, and cooperativeness for long-term organizational success. Innovative and spontaneous behaviours’ vitality is revealed in protecting organization in an ever-chancing environment. As a necessity, organizations will become more dependent on employees who are willing to contribute effective organizational functioning, regardless of their formal role requirements. Employee behaviours like citizenship behaviour...

An Explication and Test of Communication Network Content and Multiplexity as Predictors of Organizational Identification.

Science.gov (United States)

Bullis, Connie; Bach, Betsy Wackernagel

1991-01-01

Examines the relationship between identification and communication using organizational identification (OI) as a theoretical framework for studying communication networks among incoming graduate students in three university departments of communication. Concludes that, irrespective of initial OI, stronger initial multiplexity predicts the growth…

Enterprise Networking Web Sites and Organizational Communication in Australia

Science.gov (United States)

Zhang, Allee M.; Zhu, Yunxia; Hildebrandt, Herbert

2009-01-01

This article aims to report initial findings about networking in organizational settings in Australia through the use of enterprise social software. According to Gray and Honick (2008), enterprise social software (also known as Enterprise 2.0) is a term describing social software used in businesses and enterprises. It includes such tools as…

BEPS redesign of 168 commercial buildings: summary report

Energy Technology Data Exchange (ETDEWEB)

Stoops, J.L.; Deringer, J.J.; Moreno, S.; Misuriello, H.P.

1984-05-01

The objective of this report is to present, in usable form, summary data from the Building Energy Performance Standards (BEPS) Phase II commercial buildings energy research conducted in 1978-1979. Summary data presented were obtained from two major research efforts: the BEPS Phase II Redesign experiment; and the related research on ASHRAE Standard 90-75R. The bulk of this report consists of data tabulations of key energy parameters for the 168 sample buildings, which were tabulated from computer-stored files of the 1978-1979 data. Two kinds of tabulations are included: numerical tabulations that extracted information from the computer-stored data base for the 168 sample buildings; and graphic presentations of the computer-generated data, plus data extracted from other sources. The intent is to provide a single data compendium of key energy-related factors from the 1978 redesign experiment and the associated 1978-1979 ASHRAE Standard 90-75R research. This report also supplements the information for which there was not space in the magazine articles. Thus, for some building types, additional analysis, comments, and data tabulations are included that could not be included in the articles because space was limited. These additional analysis items are not consistent across building types because both the energy conservation opportunities and the design strategies applied by the building designers varied considerably by building type. The chapters have been entered individually into EDB and ERA.

A multi-stage stochastic program for supply chain network redesign problem with price-dependent uncertain demands

DEFF Research Database (Denmark)

Fattahi, Mohammad; Govindan, Kannan; Keyvanshokooh, Esmaeil

2018-01-01

In this paper, we address a multi-period supply chain network redesign problem in which customer zones have price-dependent stochastic demand for multiple products. A novel multi-stage stochastic program is proposed to simultaneously make tactical decisions including products' prices and strategic...... redesign decisions. Existing uncertainty in potential demands of customer zones is modeled through a finite set of scenarios, described in the form of a scenario tree. The scenarios are generated using a Latin Hypercube Sampling method and then a forward scenario construction technique is employed...

Culture and Organizational Learning

NARCIS (Netherlands)

Cook, N.; Yanow, D.

2011-01-01

Traditionally, theories of organizational learning have taken one of two approaches that share a common characterization of learning but differ in focus. One approach focuses on learning by individuals in organizational contexts; the other, on individual learning as a model for organizational

The Influence of Leadership, Talent Management, Organizational Cultureand Organizational Support on Employee Engagement

Directory of Open Access Journals (Sweden)

Jimmy Sadeli

2012-12-01

Full Text Available A leadership-driven model was hypothesized to examine the simultaneous influences of three dimensions of leadership behaviors (transformational, transactional, and interaction between transformational and transactional on employee engagement, mediated by three intangible organizational factors: (1 talent management practices, (2 organizational culture, and (3 perceived organizational support (POS. Results of this research show that leadership behaviors (transformational and interaction between transformational and transactional significantly influence mediating variables (talent management practices, organizational culture and POS, whereas transactional leadership must interact with transformational leadership behavior to influence mediating variables. Both talent management practices and organizational culture influence employee engagement, while POS indirectly influences employee engagement.

Relationship between Organizational Communication Satisfaction and Organizational Justice: An Empirical Study

OpenAIRE

Gök, Sibel; Karatuna, Işıl; Özkılıçcı, Gökçe

2013-01-01

This study aimed to investigate the relationship between organizational communication satisfaction and organizational justice and to explore the impact of communication satisfaction on perceived justice in a group of university employees. Data were obtained through questionnaires among 481 academics working in public and private universities in Turkey. The research measures used in this study were the Communication Satisfaction Questionnaire of Downs and Hazen and the Organizational Justice S...

Redesigning Human Body Systems: Effective Pedagogical Strategy for Promoting Active Learning and STEM Education

Directory of Open Access Journals (Sweden)

Abour H. Cherif

2012-01-01

Full Text Available The human body is a remarkable biological machine maintained by interdependent body systems and organized biochemical reactions. Evolution has worked on humans for hundreds of thousands of years, yet the current pace of technological and social change have radically affected our life style and have exposed possible human frailties. This raises the question of whether or not nature’s work could be improved upon. We provide two-sided perspectives as a rationale for the need for the redesign of the human body. Then, we describe pedagogical strategy through which students study morphological and anatomical structures and the physiological functions of the human body systems and their respective organs and parts. The students select their own favorite system or organ to redesign in order to optimize the efficiency of the anatomical structural, physiological function, and/or the aesthetic and functional morphology; a redesign that might lead to, for example, lowering risk of diabetes, heart attack, and/or stroke. Through group work and interaction (student groups compete for a prestigious “in-house” patent award, students actively engage in the learning process in order to understand the role of design in the efficiency and functionality and vulnerability to disease of the human body system.

Public framing organizational crisis situations: social media versus news media

NARCIS (Netherlands)

van der Meer, T.G.L.A.; Verhoeven, P.

2013-01-01

This study examines framing of organizational crises by news media and the public. Due to the rapidly evolving and escalating character of crises, this study emphasizes the initial phase of a crisis, in which public social media manifestations (tweets) play a crucial role. Moreover, this study uses

Redesign av Escola forlag sine skoleordbøker

OpenAIRE

Heggen, Inger Helene

2007-01-01

Rapporten består av en litteraturstudie (med begrepsavklaringer og en gjennomgang av ordboktypografiens historie – med hovedvekt på engelsk ordboktypografi), en analyse av ettspråklige ordbøker i dag (både norske og engelske), og en analyse av Escola Forlags ordbøker (bokmål og nynorsk utgave). Til slutt – en demononstrasjon av min resulterende redesign av ordbøkene (omslag og innmat). Her har det vært særlig viktig å tydeliggjøre oppslagsordene og oppslagsordenes underelementer s...

Organizational culture - a factor of potential positive influence on the collectivities of any organization

Directory of Open Access Journals (Sweden)

Ramona-Andreea MIHALACHE

2016-07-01

Full Text Available Organizational culture is a relatively new and rapidly expanding concept, but partly invisible and therefore very difficult analyze, offering in the same time the possibility to carry out complex studies. This paper was drawn up into two different organizations - Pentalog Romania, an IT service provider, and House of Dracula Hotel, a tourist unit - and it is based on a research carried out in order to highlight the importance of organizational culture within any entity. Considered a powerful strategic tool, the organizational culture can be used for focusing companies and their staff on joint goals, for mobilizing the initiatives, ensuring loyalty and facilitating intercommunication.

Organizational climate and culture.

Science.gov (United States)

Schneider, Benjamin; Ehrhart, Mark G; Macey, William H

2013-01-01

Organizational climate and organizational culture theory and research are reviewed. The article is first framed with definitions of the constructs, and preliminary thoughts on their interrelationships are noted. Organizational climate is briefly defined as the meanings people attach to interrelated bundles of experiences they have at work. Organizational culture is briefly defined as the basic assumptions about the world and the values that guide life in organizations. A brief history of climate research is presented, followed by the major accomplishments in research on the topic with regard to levels issues, the foci of climate research, and studies of climate strength. A brief overview of the more recent study of organizational culture is then introduced, followed by samples of important thinking and research on the roles of leadership and national culture in understanding organizational culture and performance and culture as a moderator variable in research in organizational behavior. The final section of the article proposes an integration of climate and culture thinking and research and concludes with practical implications for the management of effective contemporary organizations. Throughout, recommendations are made for additional thinking and research.

Organizational diagnosis, the stepping stone to organizational effectiveness

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Patsy Govender

2016-08-01

Full Text Available Organizational survival, success and effectiveness depend on the ability of the organization to adapt to continuous challenges, competition and change. However, improving and changing organizations demand properly understanding and diagnosing them. So, where does diagnosis start and how can we measure effectiveness? Diagnosis starts with assessing key tasks, structure, people relationships, motivation, support, management leadership, attitude towards change and performance to identify gaps towards effectiveness. Effectiveness is evaluated in terms of the extent to which people have the right skills and competencies and are trained and strategically managed to enhance profitability (finance, the organization’s marketing strategy, operations/service and, measurement of the corporate/business development and growth achieved as a result of planned efforts to ensure organizational viability, stability and maturity. This study uses an integrated system evaluation process to diagnose the extent to which key tasks, structure, people relationships, motivation, support, management leadership, attitude towards change and performance impact on organizational effectiveness respectively. The population for the study comprised of all staff in a provincial trade and investment promotion agency in South Africa and a consensus approach was used through a cluster sampling technique, which secured an 85.4% response rate. In this quantitative, cross-sectional study data was collected using questionnaires and analyzed using both descriptive and inferential statistics. The results reflect that the diagnostic variables impact on organizational effectiveness in varying degrees. The important diagnostic dimensions and areas for improvement are identified and suggestions for corrective action are presented in order to enhance overall organizational effectiveness.

Dimensions of community and organizational readiness for change.

Science.gov (United States)

Castañeda, Sheila F; Holscher, Jessica; Mumman, Manpreet K; Salgado, Hugo; Keir, Katherine B; Foster-Fishman, Pennie G; Talavera, Gregory A

2012-01-01

Readiness can influence whether health interventions are implemented in, and ultimately integrated into, communities. Although there is significant research interest in readiness and capacity for change, the measurement of these constructs is still in its infancy. The purpose of this review was to integrate existing assessment models of community and organizational readiness. The database PubMed was searched for articles; articles, book chapters, and practitioner guides identified as references cited in the list of core articles. Studies were included if they met the following criteria: (1) Empirical research, (2) identified community or organizational readiness for innovative health programming in the study's title, purpose, research questions, or hypotheses, and (3) identified methods to measure these constructs. Duplicate articles were deleted and measures published before 1995 were excluded. The search yielded 150 studies; 13 met all criteria. This article presents the results of a critical review of 13 community and organizational readiness assessment models, stemming from articles, chapters, and practitioner's guides focusing on assessing, developing, and sustaining community and organizational readiness for innovative public health programs. Readiness is multidimensional and different models place emphasis on different components of readiness, such as (1) community and organizational climate that facilitates change, (2) attitudes and current efforts toward prevention, (3) commitment to change, and (4) capacity to implement change. When initiating the program planning process, it is essential to assess these four domains of readiness to determine how they apply to the nuances across different communities. Thus, community-based participatory research (CBPR) partnerships, in efforts to focus on public health problems, may consider using readiness assessments as a tool for tailoring intervention efforts to the needs of the community.

Redesigning business processes : a methodology based on simulation and process mining techniques

NARCIS (Netherlands)

Maruster, L.; van Beest, N.R.T.P.

2009-01-01

Nowadays, organizations have to adjust their business processes along with the changing environment in order to maintain a competitive advantage. Changing a part of the system to support the business process implies changing the entire system, which leads to complex redesign activities. In this

Supporting the full BPM life-cycle using process mining and intelligent redesign

NARCIS (Netherlands)

Netjes, M.; Reijers, H.A.; Aalst, van der W.M.P.; Siau, K.

2007-01-01

Abstract. Business Process Management (BPM) systems provide a broad range of facilities to enact and manage operational business processes. Ideally, these systems should provide support for the complete BPM life-cycle: (re)design, configuration, execution, control, and diagnosis by the FileNet P8

Organizational factors, organizational culture, job satisfaction and entrepreneurial orientation in public administration

Directory of Open Access Journals (Sweden)

Konstantinos M. Karyotakis

2016-05-01

Full Text Available The present paper outlines the critical role and influence of organizational culture and job satisfaction on the relationship between organizational factors and entrepreneurial orientation (EO in the public sector through generating the theoretical framework. Upon examining these terms, a model that reflects their mutual relationships has been suggested. The amalgam of internal work environment, work discretion and rewards/recognition in combination with the appropriate degree of organizational boundaries, such as formalization, centralization, technology routines and connectedness, are crucial for fostering organizational culture and job satisfaction that lead to EO through innovativeness, proactiveness and risk taking.

Smart Cities as Organizational Fields: A Framework for Mapping Sustainability-Enabling Configurations

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Paul Pierce

2017-08-01

Full Text Available Despite the impressive growth of smart city initiatives worldwide, an organizational theory of smart city has yet to be developed, and we lack models addressing the unprecedented organizational and management challenges that emerge in smart city contexts. Traditional models are often of little use, because smart cities pursue different goals than traditional organizations, are based on networked, cross-boundary activity systems, rely on distributed innovation processes, and imply adaptive policy-making. Complex combinations of factors may lead to vicious or virtuous cycles in smart city initiatives, but we know very little about how these factors may be identified and mapped. Based on an inductive study of a set of primary and secondary sources, we develop a framework for the configurational analysis of smart cities viewed as place-specific organizational fields. This framework identifies five key dimensions in the configurations of smart city fields; these five dimensions are mapped through five sub-frameworks, which can be used both separately as well as for an integrated analysis. Our contribution is conceived to support longitudinal studies, natural experiments and comparative analyses on smart city fields, and to improve our understanding of how different combinations of factors affect the capability of smart innovations to translate into city resilience, sustainability and quality of life. In addition, our results suggest that new forms of place-based entrepreneurship constitute the engine that allows for the dynamic collaboration between government, citizens and research centers in successful smart city organizational fields.

Organizational Transparency

DEFF Research Database (Denmark)

Albu, Oana Brindusa; Flyverbom, Mikkel

2018-01-01

with the sharing of information and the perceived quality of the information shared. This narrow focus on information and quality, however, overlooks the dynamics of organizational transparency. To provide a more structured conceptualization of organizational transparency, this article unpacks the assumptions......Transparency is an increasingly prominent area of research that offers valuable insights for organizational studies. However, conceptualizations of transparency are rarely subject to critical scrutiny and thus their relevance remains unclear. In most accounts, transparency is associated...... that shape the extant literature, with a focus on three dimensions: conceptualizations, conditions, and consequences. The contribution of the study is twofold: (a) On a conceptual level, we provide a framework that articulates two paradigmatic positions underpinning discussions of transparency, verifiability...

The Impact of Knowledge Management Capability, Organizational Learning, and Supply Chain Management Practices on Organizational Performance

Directory of Open Access Journals (Sweden)

Ingy Essam Eldin Salama

2017-03-01

Full Text Available The focus of this research is developing and examining a conceptual framework relating resource-based organizational capabilities and inter-organizational practices with organizational performance. Specifically, it investigates the relationship between knowledge management capability, organizational learning, supply chain management practices and organizational performance. Such a study is important as it contributes to the growing body of literature that links organizational capabilities and practices with organizational performance. In addition, it also contributes to empirical knowledge by applying the proposed conceptual framework in the Egyptian context, which is currently under-researched. The research approach adopted in this research includes empirical examination of the hypothesized relationships among research variables applied on 63 factories with more than 100 employees located at New Borg Al-Arab industrial city using self-administrated questionnaires. The findings of this research provide evidence that knowledge management capability has an impact on organizational learning as well as on supply chain management practices. However, none of the research variables; i.e. knowledge management capability, organizational learning and supply chain management practices have an impact on organizational performance. The main conclusion drawn from this study is that knowledge management capability may be useful to managers for predicting organizational learning and coordinating supply chain management practices between supply chain members. In addition, it could be concluded that organizational performance, in the factories under study, is affected by variables other than knowledge management capability, organizational learning and supply chain management practices.

A multidimensional analysis of ethical climate, job satisfaction, organizational commitment, and organizational citizenship behaviors.

Science.gov (United States)

Huang, Chun-Chen; You, Ching-Sing; Tsai, Ming-Tien

2012-07-01

The high turnover of nurses has become a global problem. Several studies have proposed that nurses' perceptions of the ethical climate of their organization are related to higher job satisfaction and organizational commitment and thus lead to higher organizational citizenship behaviors. This study uses hierarchical regression to understand which types of ethical climate, facets of job satisfaction, and the three components of organizational commitment influence different dimensions of organizational citizenship behaviors. Questionnaires were distributed to 450 nurses, and 352 usable questionnaires were returned. The findings of the article suggest that hospitals can increase organizational citizenship behaviors by influencing an organization's ethical climate, job satisfaction, and organizational commitment. Hospital administrators can foster within organizations, the climate types of caring, law and code and rules climate, satisfaction with coworkers, and affective commitment and normative commitment that increase organizational citizenship behavior, while preventing organizations from developing the type of instrumental climate and continuance commitment that decreases it.

The Mediating Effect of Organizational Commitment on the Relationship between Job Satisfaction and Organizational Culture

OpenAIRE

Adel Mohamed Ali Shurbagi; Ibrahim Bin Zahari

2014-01-01

The purpose of the study was to investigate the effect of organizational commitment as a mediating variable on the relationship between job satisfaction and organizational culture to answer the following questions: Is there any relationship between job satisfaction and organizational culture in oil and gas industry in Libya? Is there any relationship between job satisfaction and organizational commitment in oil and gas industry in Libya? Is there any relationship between organizational cultur...

Redesigning Acquisition Processes: A New Methodology Based on the Flow of Knowledge and Information

National Research Council Canada - National Science Library

Kock, Ned F; Murphy, Frederic

2001-01-01

Current business process redesign practices, in the defense sector as well as in business in general, are based on several assumptions inherited from Taylor s scientific management method, including...

DRIVERS OF ORGANIZATIONAL CHANGES

Directory of Open Access Journals (Sweden)

Mariana SENDREA

2017-10-01

Full Text Available Organizational changes do not appear from nothing or by themselves. For any process of performing something, there are certain causes, and the process is the result of those factors. If there are no reasons to carry out a certain process or action, then logically there will not be need for that action. Because of the continuity of the organizational changes in the business life cycle, there will always be reasons for organizational changes. These forces are called sources of organizational change

THE EFFECTS OF PHYSICAL EDUCATION AND SPORT TEACHERS’ PERCEPTIONS ABOUT ORGANIZATIONAL CYNISM ON ORGANIZATIONAL COMMITMENT

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Veysel OKÇU

2015-08-01

Full Text Available The study was done with the aim of determining the effects of physical education and sport teachers’ perceptions about the organizational cynism on their organizational commıtment . The research was performed with a relational screening model. The scope of the research consisted of 162 physical education and sport teachers working at the secondary and high schools in the city center and the district centers of Siirt. To find out the teachers’ organizational cynism levels within the rese arch, the organizational cynism scale developed by Sağır and Oğuz (2012 and to find out their organizational commıtment levels, the organizational commıtment scale developed by Balay (2000 were used. As a result of the study, it was clear that had depen dency for their schools in the internalization dimension at most (at better levels, the identification based dimension followed this (at medium level and the adaptation dimension became at the lowest level (I slightly agree. It is determined that the ph ysical education and sport teachers at medium levels experienced the organizational cyni s m . A negative relation was found between the internalization sub - dimension of organizational commıtment and the factors reducing organizational cynism performance, th e alienation sub - dimension from working institution and the sub - dimension of negative attributes to the school at the low level, a positive relation was also found between the internalization sub - dimension of organizational commıtment and the participation sub - dimension in practices of working institution at the medium level. No significant relation was observed between the identification sub - dimension of organizational commıtment and the factors reducing organizational cynism performance, and there was a negative relation between the identification sub - dimension of organizational commıtment and the alienation sub - dimension from working institution at the medium level, a negative

Job crafting: Towards a new model of individual job redesign

Directory of Open Access Journals (Sweden)

Maria Tims

2010-12-01

Research purpose: The purpose of the study was to fit job crafting in job design theory. Motivation for the study: The study was an attempt to shed more light on the types of proactive behaviours of individual employees at work. Moreover, we explored the concept of job crafting and its antecedents and consequences. Research design, approach and method: A literature study was conducted in which the focus was first on proactive behaviour of the employee and then on job crafting. Main findings: Job crafting can be seen as a specific form of proactive behaviour in which the employee initiates changes in the level of job demands and job resources. Job crafting may be facilitated by job and individual characteristics and may enable employees to fit their jobs to their personal knowledge, skills and abilities on the one hand and to their preferences and needs on the other hand. Practical/managerial implications: Job crafting may be a good way for employees to improve their work motivation and other positive work outcomes. Employees could be encouraged to exert more influence on their job characteristics. Contribution/value-add: This article describes a relatively new perspective on active job redesign by the individual, called job crafting, which has important implications for job design theories.

Organizational factors affecting length of stay in the emergency department: initial observational study.

Science.gov (United States)

Bashkin, Osnat; Caspi, Sigalit; Haligoa, Rachel; Mizrahi, Sari; Stalnikowicz, Ruth

2015-01-01

Length of stay (LOS) is considered a key measure of emergency department throughput, and from the perspective of the patient, it is perceived as a measure of healthcare service quality. Prolonged LOS can be caused by various internal and external factors. This study examined LOS in the emergency department and explored the main factors that influence LOS and cause delay in patient care. Observations of 105 patients were performed over a 3-month period at the emergency room of a community urban hospital. Observers monitored patients from the moment of entrance to the department until discharge or admission to another hospital ward. Analysis revealed a general average total emergency department LOS of 438 min. Significant differences in average LOS were found between admitted patients (Mean = 544 min, SD = 323 min) and discharged patients (Mean = 291 min, SD = 286 min). In addition, nurse and physician change of shifts and admissions to hospital wards were found to be significant factors associated with LOS. Using an Ishikawa causal diagram, we explored various latent organizational factors that may prolong this time. The study identified several factors that are associated with high average emergency department LOS. High LOS may lead to increases in expenditures and may have implications for patient safety, whereas certain organizational changes, communication improvement, and time management may have a positive effect on it. Interdisciplinary methods can be used to explore factors causing prolonged emergency department LOS and contribute to a better understanding of them.

Evaluating and redesigning teaching learning sequences at the introductory physics level

Science.gov (United States)

Guisasola, Jenaro; Zuza, Kristina; Ametller, Jaume; Gutierrez-Berraondo, José

2017-12-01

In this paper we put forward a proposal for the design and evaluation of teaching and learning sequences in upper secondary school and university. We will connect our proposal with relevant contributions on the design of teaching sequences, ground it on the design-based research methodology, and discuss how teaching and learning sequences designed according to our proposal relate to learning progressions. An iterative methodology for evaluating and redesigning the teaching and learning sequence (TLS) is presented. The proposed assessment strategy focuses on three aspects: (a) evaluation of the activities of the TLS, (b) evaluation of learning achieved by students in relation to the intended objectives, and (c) a document for gathering the difficulties found when implementing the TLS to serve as a guide to teachers. Discussion of this guide with external teachers provides feedback used for the TLS redesign. The context of our implementation and evaluation is an innovative calculus-based physics course for first-year engineering and science degree students at the University of the Basque Country.

A study on the relationship between emotional intelligence, organizational commitment and organizational citizenship behavior

OpenAIRE

Saman Chehrazi; Mehrdad Hoseini Shakib; Mohammad Hosein Askari Azad

2014-01-01

This paper presents a casual structure model between emotional intelligence and organizational citizenship behavior by using organizational commitment as mediator variable. The study is accomplished among 324 employees of united bus company in city of Tehran, Iran. Using structural equation modeling, the study has confirmed that emotional intelligence influenced on organizational citizenship behavior and commitment. The study also confirms that organizational commitment influenced on organiza...

Aligning Organizational Pathologies and Organizational Resilience Indicators

Directory of Open Access Journals (Sweden)

Manuel Morales Allende

2017-07-01

Full Text Available Developing resilient individuals, organizations and communities is a hot topic in the research agenda in Management, Ecology, Psychology or Engineering. Despite the number of works that focus on resilience is increasing, there is not completely agreed definition of resilience, neither an entirely formal and accepted framework. The cause may be the spread of research among different fields. In this paper, we focus on the study of organizational resilience with the aim of improving the level of resilience in organizations. We review the relation between viable and resilient organizations and their common properties. Based on these common properties, we defend the application of the Viable System Model (VSM to design resilient organizations. We also identify the organizational pathologies defined applying the VSM through resilience indicators. We conclude that an organization with any organizational pathology is not likely to be resilient because it does not fulfill the requirements of viable organizations.

Title: Evaluation of Organizational Intelligence , Organizational learning and Organizational Agility in Teaching Hospitals of Yazd City: A Case Study at Teaching Hospitals of Yazd City in 2015

Directory of Open Access Journals (Sweden)

MA Kiani

2017-01-01

Full Text Available Background: Organizational intelligence has been defined as the capacity of an organization to direct its mental abilities and use these capabilities to achieve its mission and agility means ability to react quickly to environmental changes and it is an important factor for hospital effectiveness. This study was aimed to Evaluate Organizational Intelligence and Organizational learning and Organizational Agility in Teaching Hospitals of Yazd City. Methods: this descriptive, analytical, cross-sectional study was conducted in 2015 .the study population included administrative and medical staff in Shahid Sadoughi,, Shahid Rahnemoon,, Afshar and burning hospital. A total of 370 administrative and medical staff were contributed in the study.  We used stratified-random method for sampling. The required data were gathered using 3 valid questionnaires including Albrecht- Organizational Intelligence (2002, organizational learning (neefe2001 and  organizational agility questionnaire according to theory Sharifi & Zhang (1999  . data was analyzed by descriptive and inferential statistical methods in SPSS18 . Results: mean Organizational Intelligence scores hospital was 2.29, organizational learning scores hospital was 1.48 and organizational agility scores hospital was 1.52. as well as , hospital variable and Education  affect on Organizational Intelligence, organizational learning and organizational agility. Conclusion: Based on the findings it can be concluded that the implementation of appropriate strategies for improving the organizational capacity to direct its employees’ mental abilities, can also improve the ability of organization’s rapid response to surrounding issues which is crucial for its survival and dynamics in today’s changing world

Rethink space: (Re)designing a workspace using human-centered design to support flexibility, collaboration, and engagement among clinical and translational research support services.

Science.gov (United States)

Doshi, Aalap; Clay, Christina

2017-06-01

Space matters. We read space like we read people's faces. Space is an instrument of collaboration and innovation. At the University of Michigan's Institute for Clinical and Health Research (MICHR), a team was created to creatively and economically enhance our operating space into a flexible workspace that supports privacy, innovation, creativity, and most important, a culture of collaboration. The team used a human-centered design process to creatively engage the staff at large into analyzing our existing space, identifying latent needs, proposing solutions, generating feedback, and economically building the rethought process. The redesigned workspace embraces the differences among MICHR's teams while encouraging collaboration and teamwork and keeping costs at a minimum. It has resulted in a flexible space that includes co-located teams, spaces dedicated to different work goals, an open area for collaboration, quiet zones for focused work, and better wayfinding. Through our Rethink Space project, we hope to have demonstrated that, by initiating the project internally and by engaging the users of the space themselves in an empathetic, visual, and human-centered way, a space redesign can be undertaken economically while also leading to improved levels of employee and team satisfaction.

The Influence Of Leadership, Talent Management, Organizational Cultureand Organizational Support On Employee Engagement

Directory of Open Access Journals (Sweden)

Jimmy Sadeli

2015-08-01

Full Text Available A leadership driven model was hypothesized to examine the simultaneous influences of three dimensions of leadership behaviors (transformational, transactional, and interaction between transformational and transactional on employee engagement, mediated by three intangible organizational factors: (1 talent management practices, (2 organizational culture, and (3 perceived organizational support (POS. Results of this research show that leadership behaviors (transformational and interaction between transformational and transactional significantly influence mediating variables (talent management practices, organizational culture and POS, whereas transactional leadership must interact with transformational leadership behavior to influence mediating variables. Both talent management practices and organizational culture influence employee engagement, while POS indirectly influences employee engagement.Keywords:Talent management practices, Employee engagement, Transformational and transactional Leadership behaviors, Leadership-driven model on employee engagement

Organizational capacity for change in health care: Development and validation of a scale.

Science.gov (United States)

Spaulding, Aaron; Kash, Bita A; Johnson, Christopher E; Gamm, Larry

We do not have a strong understanding of a health care organization's capacity for attempting and completing multiple and sometimes competing change initiatives. Capacity for change implementation is a critical success factor as the health care industry is faced with ongoing demands for change and transformation because of technological advances, market forces, and regulatory environment. The aim of this study was to develop and validate a tool to measure health care organizations' capacity to change by building upon previous conceptualizations of absorptive capacity and organizational readiness for change. A multistep process was used to develop the organizational capacity for change survey. The survey was sent to two populations requesting answers to questions about the organization's leadership, culture, and technologies in use throughout the organization. Exploratory and confirmatory factor analyses were conducted to validate the survey as a measurement tool for organizational capacity for change in the health care setting. The resulting organizational capacity for change measurement tool proves to be a valid and reliable method of evaluating a hospital's capacity for change through the measurement of the population's perceptions related to leadership, culture, and organizational technologies. The organizational capacity for change measurement tool can help health care managers and leaders evaluate the capacity of employees, departments, and teams for change before large-scale implementation.

A Product Analysis Method and Its Staging to Develop Redesign Competences

Science.gov (United States)

Hansen, Claus Thorp; Lenau, Torben Anker

2013-01-01

Most product development work in industrial practice is incremental, i.e., the company has had a product in production and on the market for some time, and now time has come to design an upgraded variant. This type of redesign project requires that the engineering designers have competences to carry through an analysis of the existing product…

Increasing Organizational Performance through Diversity and Organizational Climate Initiatives: What works, what doesn't (Japanese)

OpenAIRE

TANIGUCHI Mami

2014-01-01

Globalization of business leads to environmental uncertainty for corporate organizations. To establish competitive advantage, organizations need continuous introduction of new products and services to markets and quick implementation of new strategies. This paper shows what kinds of initiatives are required for companies to leverage a diverse workforce. Study 1 explores diversity initiatives that are effective in terms of innovativeness by dividing companies into three groups based on gender ...

Cognitive requirements in the redesign of a TRIGA RC-1 control room: The role of the operators' evaluations

International Nuclear Information System (INIS)

Visciola, M.; Bagnara, S.; Ruggeri, R.

1986-01-01

When a control room undergoes to a redesign process it is of crucial importance to analyze how operators critically review it and which improvements they suggest. This is even more critical when presumably the same people will operate in the new 'redesigned' control room: Consistency in the mental models possessed by the operators of the plant functions and of their control should be emphasized. Consistency in the mental models can be assumed when redesign follows well-established guidelines drawn from experiences and studies carried out in very similar situations. However, this condition is not fulfilled when a nuclear research control room has to be redesigned, since available guidelines (e.g.; NUREG-0700) are based on studies conducted on nuclear power plant control rooms. These two types of facilities are of much difference as for activities performed in the control room, goals to be aimed at, costs and risks. As a consequence, the available guidelines cannot be safely applied to such a situation as the redesign of a TRIGA RC-1 control room. So, data have to be collected in order to allow the operators to efficiently and easily adapt to the new control room by consistently 'updating' their mental models. In the present study, these data have been collected through structured interviews, which consisted of a modified version of EPRI. The results can be summarized as follows: 1) The operators critically reviewed the present control room and underlined the lack of 'transparency' of the control system as for the plant's conditions and for the feedbacks about their own activities. 2) The operators' work analysis showed that they spend much of their time out of the control room. This means that, if the operators have to stay in the control room, they should be allowed to perform more and higher-level activities than those presently required, to prevent understimulation. So, the redesign should or allow and support the central control and maintenance, and other

[Organizational climate and burnout syndrome].

Science.gov (United States)

Lubrańska, Anna

2011-01-01

The paper addresses the issue of organizational climate and burnout syndrome. It has been assumed that burnout syndrome is dependent on work climate (organizational climate), therefore, two concepts were analyzed: by D. Kolb (organizational climate) and by Ch. Maslach (burnout syndrome). The research involved 239 persons (122 woman, 117 men), aged 21-66. In the study Maslach Burnout Inventory (MBI) and Inventory of Organizational Climate were used. The results of statistical methods (correlation analysis, one-variable analysis of variance and regression analysis) evidenced a strong relationship between organizational climate and burnout dimension. As depicted by the results, there are important differences in the level of burnout between the study participants who work in different types of organizational climate. The results of the statistical analyses indicate that the organizational climate determines burnout syndrome. Therefore, creating supportive conditions at the workplace might reduce the risk of burnout.

THE EFFECT OF ORGANIZATIONAL CULTURE ON ORGANIZATIONAL COMMITMENT AND A RESEARCH

OpenAIRE

CENGİZ DEMİR; UMUT CAN ÖZTÜRK

2013-01-01

Organizational culture is the all values that shared by the whole of the organization. Organizational commitment is employees’ strength of bond for the organization which they work for. There should be shared values for mentioned about commitment. If those values are adopted by a large number of people and if they are strong, the level of commitment will increase. The main purpose of this study is to determine  the impact of organizational culture on commitment and the relationship. This stud...

Organizational Design Correlates of Entrepreneurship

DEFF Research Database (Denmark)

Foss, Nicolai Juul; Lyngsie, Jacob; Zahra, Shaker A.

2015-01-01

Extant research offers relatively little insight into the organizational design correlates of entrepreneurship in established firms. We argue on theoretical grounds that the same organizational designs support the realization as well as the discovery of opportunities. Specifically, decentralized...... these organizational design variables are related to opportunity discovery. We find similar effects. We discuss the theoretical and practical implications of our reasoning and results, such as implications for the idea in the innovation and organizational learning literatures that optimal performance over time...... requires that firms either vacillate between organizational designs or adopt ambidextrous designs....

THE EFFECT OF ORGANIZATIONAL CULTURE ON ORGANIZATIONAL COMMITMENT AND A RESEARCH

Directory of Open Access Journals (Sweden)

CENGİZ DEMİR

2013-06-01

Full Text Available Organizational culture is the all values that shared by the whole of the organization. Organizational commitment is employees’ strength of bond for the organization which they work for. There should be shared values for mentioned about commitment. If those values are adopted by a large number of people and if they are strong, the level of commitment will increase. The main purpose of this study is to determine  the impact of organizational culture on commitment and the relationship. This study composed of two main parts. The first part consists of theoretical framework which explains organizational culture and commitment’s relationship. The second part is devoted to empirical analysis. Survey study was made in this part which held on 189 employees in the province of İzmir.

Narrative Approaches to Organizational Development: A Case Study of Implementation of Collaborative Helping.

Science.gov (United States)

Madsen, William C

2016-06-01

Across North America, community agencies and state/provincial jurisdictions are embracing family-centered approaches to service delivery that are grounded in strength-based, culturally responsive, accountable partnerships with families. This article details a collaborative consultation process to initiate and sustain organizational change toward this effort. It draws on innovative ideas from narrative theory, organizational development, and implementation science to highlight a three component approach. This approach includes the use of appreciative inquiry focus groups to elicit existing best practices, the provision of clinical training, and ongoing coaching with practice leaders to build on those better moments and develop concrete practice frameworks, and leadership coaching and organizational consultation to develop organizational structures that institutionalize family-centered practice. While the article uses a principle-based practice framework, Collaborative Helping, to illustrate this process, the approach is applicable with a variety of clinical frameworks grounded in family-centered values and principles. © 2016 Family Process Institute.

Organizational Reconfiguration and Strategic Response

DEFF Research Database (Denmark)

Møller Larsen, Marcus; Pedersen, Torben

2014-01-01

this, firms need a high degree of architectural knowledge, which is typically gained through learning by doing. We therefore argue that firms with more offshoring experience are more likely to include organizational objectives in their offshoring strategies. We develop and find support......The purpose of this paper is to investigate the effect of the organizational reconfiguration of offshoring on firms’ strategies. A consequence of offshoring is the need to reintegrate the geographically relocated organizational activities into a coherent organizational architecture. In order to do...... for this hypothesis using a mixed-method approach based on a qualitative case study and comprehensive data from the Offshoring Research Network. These findings contribute to research on the organizational design and architecture of offshoring and the dynamics of organizational architectures....

Relationship between Organizational Perceived Justice and Organizational Citizenship Behavior among an Iranian Hospital’s Employees, 2013

Science.gov (United States)

Bahrami, Mohammad Amin; Montazeralfaraj, Razieh; Gazar, Saeed Hashemi; Tafti, Arefeh Dehghani

2014-01-01

Background: Organizational citizenship behavior just referred to a set of discretionary workplace behaviors that exceed one’s job requirements. The main objective of this study was to determine the relationship between organizational perceived justice and organizational citizenship behavior. Methods: This cross-sectional study was done in Shahid Sadoughi Hospital in Yazd, Iran in 2013. A total of 100 hospital employees contributed in the study. The required data was gathered using 2 valid questionnaires, including the Moorman & Niehoff organizational perceived justice questionnaire and the McKinsey organizational citizenship behavior questionnaire. Data were analyzed using SPSS version 16. Descriptive statistics, Chi square, and Pearson’s correlation coefficient were used for data analysis. Results: There was a significant positive relationship between organizational perceived justice and organizational citizenship behavior among the studied hospital’s employees (P ≤ 0.05, R = 0.33). Conclusion: This study confirmed that any policy that leads to better organizational justice perception will contribute in better organizational citizenship behavior which will increase the hospital’s productivity. PMID:25763156

Work structure, organizational communication, and organizational effectiveness

International Nuclear Information System (INIS)

Van Cott, H.P.; Bauman, M.B.

1986-01-01

This paper describes the assessment of the work structure and organizational communication in nuclear power plants. Questionnaires were given to a cross-section of plant personnel, and structured ''critical incident'' interviews were conducted to verify the questionnaire results. The data showed that a variety of work structure factor problem areas do exist in nuclear power plants. This paper highlights many aspects of organizational communication found to be problematic, and identifies weak links in the chain of coordination and information processing required to effectively perform corrective and preventive maintenance in the plants

Organizational factors in Korean NPPs

International Nuclear Information System (INIS)

Jang, D. J.; Kim, Y. I.; Jeong, C. H.; Kim, J. W.

2003-01-01

Organizational factors are referred to as the factors that influence the achievement of a goal of an organization. Latent problems of an organization could contribute to causing human errors in such stages as design, operation and maintenance, and furthermore, leading to an severe accident. In order to evaluate an organization from the safety viewpoint, it is necessary to identify the organizational factors in a systematic fashion. In this paper, some efforts to identify the organizational factors in Korean NPPs are presented. The study was performed in the following steps: 1) Reviewing the definitions and range of the organizational factors used by the previous 13 researches, 2) Structuring the organizational factors by screening and collating factors, 3) Analysing the organizational factors that is considered to have contributed to the trip events based on the trip report of Korean NPPs, 4) Suggesting a more reliable taxonomy of organizational factors for event analysis by applying the Onion Structure Model to the selected factors

The Relationship Between Organizational Culture and Organizational Commitment: An Empirical Research on Employees of Service Sector

OpenAIRE

Altin Gulova, Asena; Demirsoy, Ozge

2012-01-01

This study investigated the relationship between organizational culture and organizational commitment. Two different scales (Organizational Culture Scales and Organizational Commitment Scales) were used as data gathering instrument. The research was conducted on employees of service sector working in call center in the city of Kayseri and working in insurance company in İzmir (n=181). In this research correlation analysis was made to describe the link between subscales of organizational cultu...

Governance and organizational theory

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Carlos E. Quintero Castellanos

2017-07-01

Full Text Available The objective of this essay is to propose a way to link the theoretical body that has been weaved around governance and organizational theory. For this, a critical exposition is done about what is the theoretical core of governance, the opportunity areas are identified for the link of this theory with organizational theory. The essay concludes with a proposal for the organizational analysis of administrations in governance. The essay addresses with five sections. The first one is the introduction. In the second one, I present a synthesis of the governance in its current use. In the next one are presented the work lines of the good governance. In the fourth part, I show the organizational and managerial limits in the governance theory. The last part develops the harmonization proposal for the governance and organizational theories.

SERVANT LEADERSHIP AND ORGANIZATIONAL TRUST: THE MEDIATING EFFECT OF THE LEADER TRUST AND ORGANIZATIONAL COMMUNICATION

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Morad Rezaei

2012-01-01

Full Text Available The purpose of this paper aims to clarify the relationship between servant leadership and organizational trust, and tries to demonstrate the mediator role of leader trust and organizational communication in this relationship. The study sample included 258 employees of Guilan province Tax Administration and for sampling we used cluster method. Previous studies have also focused on the positive impact of servant leadership in organizational trust and in this article the results show that there is a significant relationship between servant leadership, organizational trust, leader trust and organizational communication.

Wat komt eerst: organisatieklimaat of organisatieprestatie? [Which comes first: Organizational climate or organizational performance?

NARCIS (Netherlands)

Voorde, F.C. van de; Veldhoven, M.J.P.M. van

2007-01-01

This paper presents a two-wave cross-lagged study (average interval of two years) on time precedence in the relationship between organizational climate and organizational performance in 171 branches of a financial services organization. On the basis of organizational climate theory it was

Organizational citizenship behavior towards sustainability

OpenAIRE

Chowdhury, Dhiman Deb

2013-01-01

This article extends literature of Organizational Citizenship Behavior (OCB) in the context of corporate sustainability. The author presents the concept of Organizational Citizenship Behavior towards Sustainability (OCBS) as a variant, contending it's appropriateness for today's much needed behavioral competence to implement sustainability measure at organizational level. The formulation of OCBS espouses Organizational Citizenship Behavior (OCB) with a twist. The viewpoint defended that a for...

Organizational Change and the Role and Use of Management Controls

DEFF Research Database (Denmark)

Rikhardsson, Pall; Rohde, Carsten; Christensen, Leif

countries. The paper identifies and explains the roles of different management controls in the organizational change processes initiated after an economic crisis. It shows how management control elements were used to change interpretive schemes and control archetypes to reflect a new operating environment....... The findings show that use of management controls in organizational change is critical. The type and severity of crisis influences what elements of the management control package are used, how they are coupled together and characteristics of the resulting control archetypes. In one context the organizations...... moved from result based management controls archetype to an action based management controls archetype. Other management controls like budgeting remained unchanged to provide stability when going through turbulent change....

Title: A study of the relationship between managers\\' decision making styles and organizational health in Isfahan University of Medical Sciences

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S Bahrami

2012-12-01

Full Text Available   Background and Aims: Managers decision making style can function effectively correct departments in universities and its positive impact on organizational health group will increase efficiency. The present study aims to examine the relationship between the decision-making styles and organizational health departments in Isfahan University of Medical Sciences.   Methods: A descriptive and survey research method was utilized. The statistical population included all 594 members of Isfahan Medical Science University Colleges from which a sample of 201 was selected though a classified random sampling   The data gathering instruments included, a researcher – made decision making questionnaire and the Ho & Feldmn (1990, organizational health questionnaire. The reliability of the instruments was estimated 0.86 and 0.92 respectively, though Cronbach Alpha coefficient. Utilizing SPSS (15 statistical software, both descriptive and inferential statistics were applied to analyze the data.   Results: Consultative decision making scored the highest average among the chairpersons, while the authoritative style scored the lowest average. The departments' organizational health was more than mean level in all dimensions except chairperson's influence. Moreover, a significant relationship was observed between decision making style and organizational health indices. Also a direct relationship was not observed between authoritarian decision makings and institutional integration, chairperson influence, consideration, initiating structure, and academic emphasis. A direct relationship was observed between Consultative decision making and chairperson influence, consideration, initiating structure, resource support, morale, and academic emphasis. A direct relationship was observed between Participative decision making and chairperson Influence, consideration, initiating structure.   Conclusion: Consultative and participative decision making can lead to enhancement

DOES PERCEIVED ORGANIZATIONAL SUPPORT MEDIATE THE RELATIONSHIP BETWEEN HUMAN RESOURCE MANAGEMENT PRACTICES AND ORGANIZATIONAL COMMITMENT?

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Aizzat Mohd. Nasurdin

2008-01-01

Full Text Available This study examines a model involving Human Resource Management (HRM practices, perceived organizational support, and organizational commitment. It was hypothesized that HRM practices (performance appraisal, training and career development will be positively related to organizational commitment, and that perceived organizational support would serve as a mediator in the relationship between HRM practices and commitment. The statistical results on data gathered from a sample of 214 employees within the Malaysian manufacturing sector demonstrated that career development and performance appraisal have direct, positive and significant relationships with organizational commitment. In addition, perceived organizational support was found to partially mediate the relationships between two of the three HRM practices (career development and performance appraisal and commitment. Theoretical and managerial implications are suggested.

An analysis of relationships among transformational leadership, job satisfaction, organizational commitment and organizational trust in two Turkish hospitals.

Science.gov (United States)

Top, Mehmet; Tarcan, Menderes; Tekingündüz, Sabahattin; Hikmet, Neşet

2013-01-01

The purpose of this study was to investigate the relationships among employee organizational commitment, organizational trust, job satisfaction and employees' perceptions of their immediate supervisors' transformational leadership behaviors in Turkey. First, this study examined the relationships among organizational commitment, organizational trust, job satisfaction and transformational leadership in two Turkish public hospitals. Second, this investigation examined how job satisfaction, organizational trust and transformational leadership affect organizational commitment. Moreover, it was aimed to investigate how organizational commitment, job satisfaction and transformational leadership affect organizational trust. A quantitative, cross-sectional method, self-administered questionnaire was used for this study. Eight hundred four employees from two public hospitals in Turkey were recruited for collecting data. The overall response rate was 38.14%. The measurement instruments of survey were the Job Satisfaction Survey (developed by P. Spector), the Organizational Commitment Questionnaire (developed by J. Meyer and N. Allen), the Organizational Trust Inventory-short form (developed by L. Cummings and P. Bromiley) and the Transformational Leadership Inventory (TLI) (developed by P. M. Podsakoff). Five-point Likert scales were used in these measurement instruments. Correlation test (the Pearson's rank test) was used to examine relationships between variables. Also, multiple regression analysis was used to determine the regressors for organizational commitment and organizational trust. There were significant relationships among overall job satisfaction, overall transformational leadership and organizational trust. Regression analyses showed that organizational trust and two job satisfaction dimensions (contingent rewards and communication) were significant predictors for organizational commitment. It was found that one transformational leadership dimension (articulating

Defining and assessing organizational culture.

Science.gov (United States)

Bellot, Jennifer

2011-01-01

Using theories from several disciplines, the concept of organizational culture remains controversial. Conflicting definitions, lack of semantic clarity, and debate over the most appropriate methods for assessing organizational culture have led to disagreement over the value and validity of such inquiry. This paper reviews development of the concept of organizational culture and methods for assessing organizational culture, focusing on the healthcare environment. Most work on organizational culture concerns the traditional corporation. Therefore, some adaptation to the central goals and focus of a human services organization are necessary before application to healthcare settings. © 2011 Wiley Periodicals, Inc.

Demystifying and improving organizational culture in health-care.

Science.gov (United States)

Pellegrin, Karen L; Currey, Hal S

2011-01-01

Organizational culture is defined as the shared values and beliefs that guide behavior within each organization, and it matters because it is related to performance. While culture is generally considered important, it is mysterious and intangible to most leaders. The first step toward understanding organizational culture is to measure it properly. This chapter describes methods for measuring culture in health-care organizations and how these methods were implemented in a large academic medical center. Because of the consistent empirical link between the dimension of communication, other culture dimensions, and employee satisfaction, special attention is focused in this area. Specifically, a case study of successful communication behaviors during a major "change management" initiative at a large academic medical center is described. In summary, the purpose of this chapter is to demystify the concept of culture and demonstrate how to improve it.

THE RELATIONSHIP BETWEEN ORGANIZATIONAL COMMITMENT AND ORGANIZATIONAL CYNICISM AMONG HOTEL EMPLOYEES IN SOUTHEASTERN ANATOLIA REGION OF TURKEY

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Melih Aydin

2016-11-01

Full Text Available The aim of this study is to determine whether relationship occurs between organizational commitment and organizational cynicism attitudes among employees who were employed in five and four star hotels located in Southeastern Anatolia Region of Turkey and to affirm the extent of the relationship. According to the findings, there is a significant (negative relationship between three sub-dimensions of organizational cynicism (behavioral cynicism, affective cynicism and cognitive cynicism and organizational commitment. Multiple regression and correlation analysis were applied to analyze data and identify the relationship between organizational commitment and organizational cynicism. According to the findings of the research, it is revealed that, as the level of organizational cynicism arises, attitudes toward organizational commitment decrease. Those results are consistent with findings of the previous studies that employees with cynical attitudes exhibited lower commitment in the organization. The results of this research showed that hotel employees mostly experience cognitive cynicism among sub-dimensions of cynicism and they rarely experience affective cynicism. In conclusion, it is possible to assert that employees were with medium level of organizational cynicism and organizational commitment.

Organizational Campaigning

DEFF Research Database (Denmark)

Hertel, Frederik

2015-01-01

This conference paper will explore the difference between communicating changes and changing communication. Based on a case study in which a manager applies two quite different approaches to organizational communication in order to change the organization he is leading. The first and failing...... approach will in be named: organizational campaigning and means (e.g. Kotter, 2012, p. 9 and Clegg, Kornberger & Pitsis, 2009) that the manager takes control with communication and communication cannels in order to ensure successful organizational changes. Since the changes were not succeeding the approach...... is replaced with a new approach which will be named organizing communication. During the case analysis we will see that this change in approach not only change the managers perception of communication but also his perception of the organization he is leading....

Effects of organizational justice on organizational citizenship behaviors: mediating effects of institutional trust and affective commitment.

Science.gov (United States)

Guh, Wei-Yuan; Lin, Shang-Ping; Fan, Chwei-Jen; Yang, Chin-Fang

2013-06-01

This study investigated the mediating role of institutional trust and affective commitment on the relationship between organizational justice and organizational citizenship behaviors. The study participants were 315 faculty members at 67 public/private universities of technology and vocational colleges in Taiwan. Structural equation modeling was used to analyze the relationships between the variables and assess the goodness of fit of the overall model. Organizational justice was positively related to institutional trust and there was an indirect effect of organizational justice on affective commitment through institutional trust. In addition, the relation between institutional trust and affective commitment was positive and affective commitment was shown to have a positive relation to organizational citizenship behaviors. Institutional trust was found to indirectly affect organizational citizenship behaviors through affective commitment. Most importantly, this study suggested a mediating effect of institutional trust and affective commitment on the relation between organizational justice and organizational citizenship behaviors. Implications, limitations, and future research were also discussed.

Preliminary Assessment of the Emporium Model in a Redesigned Engineering Mechanics Course

Science.gov (United States)

Rais-Rohani, Masoud; Walters, Andrew

2014-01-01

A lecture-based engineering mechanics course (Statics) is redesigned using the Emporium model. Whereas students study the material outside of class via asynchronous online delivery of the content and instructional videos, they do all the other activities (e.g., assignments, tests) either individually or in groups inside the classroom. Computer-…

The Relationship between Perceived Organizational Support and Teachers' Organizational Commitment

Science.gov (United States)

Nayir, Funda

2012-01-01

Problem Statement: It can be said that one of the key factors ensuring teachers adaptation to developments is teachers' level of commitment to their schools. In this commitment, the teacher is expected to internalize the organizational objectives. The teacher's perception of organizational support is important for him to internalize the…

Organizational Loyalty and Organizational Commitment: An Analysis in Terms of Political Party Organizations

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Akyay Uygur

2010-12-01

Full Text Available Sense of belonging is a psychological condition in which loyalties are divided into two. Organizational commitment, the value of the individual within the organization to accept and hear the desire to remain in the organization as it is defined. Identify a specific individual's loyalty to the organizational integration organizations, in the form of sincere commitment and dedication has been defined. This study aimed to determine the level of organizational loyalty to Turkey's third largest political party (AKP, CHP, MHP, feeling of belonging to the organization aims to determine the level of loyalty of the individual. Organizational loyalty created in accordance with this scale in city information was collected from 674 people. Accordingly, the highest level of organizational loyalty to the party MHP, the second CHP and third place in the AKP has emerged.

Translating organizational change

DEFF Research Database (Denmark)

Scheuer, John Damm

2016-01-01

in organizational studies for making descriptions of studied empirical phenomena rather than developing theories and giving normative advice about how organizations or organizational change processes may be theorized, analyzed, managed and/or organized better. A new ANT-inspired theory about the characteristics...

Case-based reasoning as a technique for knowledge management in business process redesign

NARCIS (Netherlands)

Limam Mansar, S.; Reijers, H.A.; Marir, F.

2003-01-01

Business Process Redesign (BPR) helps rethinking a process in order to enhance its performance. Practitioners have been developing methodologies to support BPR implementation. However, most methodologies lack actual guidance on deriving a process design threatening the success of BPR. In this paper,

The Relationship between Organizational Citizenship Behavior and Organizational Commitment in Welfare Staff (Tehran 2013

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Asghar Makarem

2015-04-01

Full Text Available Objective: The purpose of this study was to investigate the relationship between organizational citizenship behavior, organizational commitment and its dimensions on the Welfare staff in Tehran 2013. Materials & Methods: In this cross - sectional study, one hundred eight staff of Tehran Welfare were selected by random sample, and the sample size of the previous studies. Data were collected using two standard questionnaires OCB, and Organizational Commitment, which includes the three dimensions, affective commitment, normative commitment and continuance commitment and analyzed by statistical methods such as: Pearson correlation coefficient and ANOVA. Results: The finding showed Between OCB and organizational commitment there was significant and positive correlation (P&le0.01, r=0.325. Also the dimensions of organizational commitment: affective commitment and normative commitment have a significant positive relationship with OCB, but not significant relationship OCB with a continuous commitment. ANOVA results showed that the average OCB in age, type of employment and employee experience is different. And Continuous commitment in hiring employees is different and emotional commitment in Background employees is different. Conclusion: Based on the findings we conclude that the enhancement of organizational citizenship behavior, organizational commitment and staff of Tehran can be increased.

[The mediating role of organizational citizenship behavior between organizational justice and organizational effectiveness in nursing organizations].

Science.gov (United States)

Park, Wall Yun; Yoon, Sook Hee

2009-04-01

This study was a secondary analysis to verify the mediating role of organizational citizenship behavior (OCB) between organizational justice (OJ) and organizational effectiveness (OE) in nursing organizations. The RN-BSNs and their colleagues in Seoul and Busan were subjects. The data was collected for 20 days between September 13 and October 2, 2004. Two hundred eighty three data sets were used for the final analysis. The fitness of models were tested using AMOS 5. The fitness of hypothetical model was moderate. Procedural Justice (PJ), Interaction Justice (IJ) and Distributive Justice (DJ) had direct effects on Job Satisfaction (JS), Organizational Commitment (OC) and Turnover Intention (TI) in OE, and indirect effects on JS, OC and TI mediated by OCB. The modified model improved with ideal fitness showed the causal relations among OE. In modified model, PJ, IJ and DJ had direct positive effects on OCB and JS and OC in OE, and indirect effects on JS and OC mediated by OCB. JS and OC in OE had a direct negative effect on TI. OCB mediated the relationship between OJ and OE, so the nursing managers should enhance OCB of the nurses in order to improve OE.

The Effect of Supportive Organizational Leadership, Organizational Socialization, and Satisfaction with Supervision on Turnover as Mediated by Organizational Commitment and Job Satisfaction in Faculty

Science.gov (United States)

Lowhorn, Greg L.

2009-01-01

This study utilized a predictive, multivariate research design to test the relationship between three independent variables--supportive organizational leadership, organizational socialization, and satisfaction with supervision--and the dependent variable--turnover intent--as mediated by organizational commitment and job satisfaction. The…

Organizational change in family firms

OpenAIRE

HENDRIKX, Karolien; VOORDECKERS, Wim; LAMBRECHTS, Frank

2009-01-01

Many organizational change efforts don’t live up to their expectations, with inefficiencies in the interaction process between organizational actors as one of the main potential reasons for this failure. Therefore, this paper will focus on the impact of interaction processes on change within the specific organizational context of family firms. Family firms are particularly interesting for organizational change research since they have several unique characteristics that may facilitate or hind...

An empirical study on relationship between organizational culture and administrative corruption

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Saeed Sehhat

2012-08-01

Full Text Available Bureaucratic corruption is an organizational phenomenon, which faces the trend of countries’ development with serious problems. In spite of all planning and respects of countries to fight against this phenomenon, we are still observing its growth in various aspects of the community. The basic approach emphasized by present study is that it is necessary to establish a corruption prevention system whose central element is social culture and organizational culture rather than relying upon the trends based on punishment after corruption. To perceive the relationship between organizational culture and bureaucratic health of organizations, we used a field approach and selected four governmental organizations namely “governorship”, “municipality”, “traffic police” and “customs to gather the data. We used two questionnaires A and B to gather the data on organizational culture and the relationship between culture and corruption, respectively. Initially, by distributing questionnaire A, we evaluated all four organizations in a manner that two organizations have bureaucratic culture and two organizations with organic culture. Then, questionnaire B was distributed among employees and clients of studied organizations (to acquire realer information on bureaucratic health rate to study the relationship between the type of organizational culture and bureaucratic health. Research statistical population consists of all employees and clients of bureaucratic organizations in Chabahar province located in south east of Iran. Statistical sample consists of 146 clients and 146 employees of all four studied organizations. The results from data analysis show that there is no significant relationship between organic or mechanic organizational culture and employees’ bureaucratic health.

A Process Model of Partnership Evolution Around New IT Initiatives

Science.gov (United States)

Kestilä, Timo; Salmivalli, Lauri; Salmela, Hannu; Vahtera, Annukka

Prior research on inter-organizational information systems has focused primarily on dyadic network relationships, where agreements about information exchange are made between two organizations. The focus of this research is on the processes through which IT decisions are made within larger inter-organizational networks with several network parties. The research draws from network theories in organization science to identify three alternative mechanisms for making network level commitments: contracts, rules and values. In addition, theoretical concepts are searched from dynamic network models, which identify different cycles and stages in network evolution. The empirical research was conducted in two networks. The first one comprises of four municipalities which began collaboration in the deployment of IT in early childhood education (ECE). The second network involves a case where several organizations, both private and public, initiated a joint effort to implement a national level electronic prescription system (EPS). The frameworks and concepts drawn from organizational theories are used to explain success of the first case and the failure of the latter case. The paper contributes to prior IOS research by providing a new theory-based framework for the analysis of early stages of building organizational networks around innovative IT initiatives.

Investigation of Relationship between Organizational Climate and Organizational Citizenship Behavior: A Research on Health Sector

OpenAIRE

Serdar Öge; Pınar Erdogan

2015-01-01

The main objective of this research is to describe the relationship between organizational climate and organizational citizenship behavior. In order to examine this relationship, a research is intended to be carried out in relevant institutions and organizations operating in the health sector in Turkey. It will be researched that whether there is a statistically significant relationship between organizational climate and organizational citizenship behavior through elated ...

Employee Fitness Programs: Exploring Relationships between Perceived Organizational Support toward Employee Fitness and Organizational Sustainability Performance

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Zhe Wang

2018-06-01

Full Text Available This study investigates the influence of employee fitness programs on organizational sustainability performance from the perspective of organizational support as perceived by employees. Organizational sustainability performance was specified as a second-order factor, which was affected by three first-order factors: financial performance, social performance, and environmental performance. A snowball sampling method was employed to conduct an online survey of working adults in Shanghai to test the proposed hypotheses. Results show that perceived organizational support toward employee fitness has a positive and significant effect on organizational sustainability performance, and the positive effect is mediated by job satisfaction and organizational commitment. This study also provides theoretical and managerial implications.

The Influence of Leadership, Talent Management, Organizational Cultureand Organizational Support on Employee Engagement

OpenAIRE

Jimmy Sadeli

2012-01-01

A leadership driven model was hypothesized to examine the simultaneous influences of three dimensions of leadership behaviors (transformational, transactional, and interaction between transformational and transactional) on employee engagement, mediated by three intangible organizational factors: (1) talent management practices, (2) organizational culture, and (3) perceived organizational support (POS). Results of this research show that leadership behaviors (transformational and interaction b...

Achieveing Organizational Excellence Through

OpenAIRE

Mehdi Abzari; Mohammadreza Dalvi

2009-01-01

AbstractToday, In order to create motivation and desirable behavior in employees, to obtain organizational goals,to increase human resources productivity and finally to achieve organizational excellence, top managers oforganizations apply new and effective strategies. One of these strategies to achieve organizational excellenceis creating desirable corporate culture. This research has been conducted to identify the path to reachorganizational excellence by creating corporate culture according...

4 MW upgrade to DIII-D FWCD system: System commissioning and initial operation

International Nuclear Information System (INIS)

Cary, W.P.; Callis, R.W.; deGrassie, J.S.; Harris, T.E.; O'Neill, R.C.; Pinsker, R.I.; Baity, F.W.; Barber, G.C.; Ferguson, S.W.

1995-01-01

The initial installation of the 4 MW fast wave current drive (FWCD) upgrade started in 1992 with the purchase of two ABB/Thomcast AG rf power amplifiers. These amplifiers cover the frequency range 30 MHz to 120 MHz. A maximum output power of over 2 MW between 30 MHz and 80 MHz and 1 MW at 120 MHz were the specification requirements. The system as installed is comprised of the two mentioned rf amplifiers, coaxial transmission and matching components, rf phase and amplitude monitoring, and a SUN SparcStation 10 control system. Due to various reasons almost every major component in the system required redesign and engineering in order to meet the system requirements. The failures, probable cause and the final redesigns will be discussed as well as some thoughts on how better to specify system requirements for future systems

4 MW upgrade to DIII-D FWCD system: System commissioning and initial operation

International Nuclear Information System (INIS)

Cary, W.P.; Callis, R.W.; Grassie, J.S. de; Harris, T.E.; O'Neill, R.C.; Pinsker, R.I.; Baity, F.W.; Barber, G.C.; Ferguson, S.W.

1995-10-01

The initial installation of the 4 MW fast wave current drive (FWCD) upgrade started in 1992 with the purchase of two ABB/Thomcast AG rf power amplifiers. These amplifiers cover the frequency range 30 MHz to 120 MHz. A maximum output power of over 2 MW between 30 MHz and 80 MHz and 1 MW at 120 MHz were the specification requirements. The system as installed is comprised of the two mentioned rf amplifiers, coaxial transmission and matching components, rf phase and amplitude monitoring, and a SUN SparcStation 10 control system. Due to various reasons almost every major component in the system required redesign and engineering in order to meet the system requirements. The failures, probable cause and the final redesigns will be discussed as well as some thoughts on how better to specify system requirements for future systems

ORGANIZATIONAL PROJECT MANAGEMENT MATURITY

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Yana Derenskaya

2017-11-01

Full Text Available The present article is aimed at developing a set of recommendations for achieving a higher level of organizational project maturity at a given enterprise. Methodology. For the purposes of the current research, the available information sources on the components of project management system are analysed; the essence of “organizational maturity” and the existing models of organizational maturity are studied. The method of systemic and structural analysis, as well as the method of logical generalization, are employed in order to study the existing models of organizational maturity, to describe levels of organizational maturity, and finally to develop a set of methodological recommendations for achieving a higher level of organizational project maturity at a given enterprise. The results of the research showed that the core elements of project management system are methodological, organizational, programtechnical, and motivational components. Project management encompasses a wide range of issues connected with organizational structure, project team, communication management, project participants, etc. However, the fundamental basis for developing project management concept within a given enterprise starts with defining its level of organizational maturity. The present paper describes various models of organizational maturity (staged, continuous, petal-shaped and their common types (H. Кеrzner Organizational Maturity Model, Berkeley PM Maturity Model, Organizational Project Management Maturity Model, Portfolio, Program & Project Management Maturity Model. The analysis of available theoretic works showed that the notion “organizational project maturity” refers to the capability of an enterprise to select projects and manage them with the intention of achieving its strategic goals in the most effective way. Importantly, the level of maturity can be improved by means of formalizing the acquired knowledge, regulating project-related activities

Reducing and Sustaining Duplicate Medical Record Creation by Usability Testing and System Redesign.

Science.gov (United States)

Khunlertkit, Adjhaporn; Dorissaint, Leonard; Chen, Allen; Paine, Lori; Pronovost, Peter J

2017-10-25

Duplicate medical record creation is a common and consequential health care systems error often caused by poor search system usability and inappropriate user training. We conducted two phases of scenario-based usability testing with patient registrars working in areas at risk of generating duplicate medical records. Phase 1 evaluated the existing search system, which led to system redesigns. Phase 2 tested the redesigned system to mitigate potential errors before health system-wide implementation. To evaluate system effectiveness, we compared the monthly potential duplicate medical record rates for preimplementation and postimplementation months. The existing system could not effectively handle a misspelling, which led to failed search and duplicate medical record creation. Using the existing system, 96% of registrars found commonly spelled patient names whereas only 69% successfully found complicated names. Registrars lacked knowledge and usage of a phonetic matching function to assist in misspelling. The new system consistently captured the correct patient regardless of misspelling, but search returned more potential matches, resulting in, on average, 4 seconds longer to select common names. Potential monthly duplicate medical record rate reduced by 38%, from 4% to 2.3% after implementation of the new system, and has sustained at an average of 2.5% for 2 years. Usability testing was an effective method to reveal problems and aid system redesign to deliver a more user friendly system, hence reducing the potential for medical record duplication. Greater standards for usability would ensure that these improvements can be realized before rather than after exposing patients to risks.

The Role of Teams as Organizational Structures in a Global Organizational Context

OpenAIRE

Zoltan Raluca

2012-01-01

The flexibility that modern companies must show in regard to global market entails the recourse to work teams which are multicultural adapted and aware of their role and place in the overall structure of the organization. The technological changes along with the customer needs diversification require the awareness of the influence of organizational structure on team members as well as the influence of teams on organizational structures and organizational context. The present paper aims to poi...

Understanding the Influence of Organizational Culture and Group Dynamics on Organizational Change and Learning

Science.gov (United States)

Lucas, Colleen; Kline, Theresa

2008-01-01

Purpose: The purpose of this study is to investigate the relationship between organizational culture, group dynamics, and organizational learning in the context of organizational change. Design/methodology/approach: A case study was used to examine cultural and group level factors that potentially influence groups' learning in the context of…

Redesigning Schools to Reach Every Student with Excellent Teachers: Financial Planning Summary

Science.gov (United States)

Public Impact, 2012

2012-01-01

This brief summarizes the ways that schools and their teachers can simultaneously reach more students with excellent teaching, expand teachers' career opportunities, and sustainably fund higher pay and other priorities. This is based on Public Impact's school models that use job redesign and technology to extend the reach of excellent teachers to…

New technology and organizational innovation: Niagara Mohawk Power Corporation and nuclear power

International Nuclear Information System (INIS)

Stacey, J.E. Jr.

1981-01-01

Questions with regard to organization behavior and decision theory are explored in relation to the decision-making process of a major private electric utility, Niagara Mohawk Power Corp., that chose to innovate with nuclear power. The character of the firm is such, relative to size, service area, organizational structure, and socio-political environment, that its experience is important for the further development of theories of organizational innovation. The research attempts to understand the political, economic, and social constraints that limited the set of solutions available to the utility in its search for a suitable electricity-generating mode from the early 1950's to the early 1960's. Two contrasting models of organizational decision-making behavior are used to interpret case-study findings. The initial model is from the electric-utility literature and consists essentially of an economic or benefit/cost model of organizational decision making. The second model is developed from the organizational theory literature and is more complex in the sense that factors other than economics such as organizational inertia, the corporate structure of the utility, fuel-supply history and fuel diversification, electricity-demand-growth expectations, the financial environment, and the psychological appeal of the new technology had important influences on Niagara Mohawk's decision to build Nine Mile Point One. Findings of the case study tend to support the second model in that economics was a necessary but not sufficient reason for Niagara Mohawk to have innovated with nuclear power plants

Organizational culture in ICT companies

OpenAIRE

Pilík, Tomáš

2013-01-01

This thesis deals with problematic of organizational culture with emphasis on organizational culture in ICT companies. Main goal of this thesis is to develop own framework for influencing organizational culture in ICT companies. The introductory part sums up an overview of definitions of culture and organizational culture in chronological order. Evaluation of definitions from the author's perspective is also part of the opening chapter. The main part of thesis focuses on proposing framework f...

Influence of Technological Assets on Organizational Performance through Absorptive Capacity, Organizational Innovation and Internal Labour Flexibility

Directory of Open Access Journals (Sweden)

Encarnación García-Sánchez

2018-03-01

Full Text Available Organizational innovation is increasingly mandatory for firms to overcome their competitors. Organizational innovation is especially relevant in today’s dynamic and turbulent environments, where other internal variables—such as technological assets, employee training, coordination of new management capabilities, and new flexible human resources and more adaptable organizational designs—must be encouraged to create value and competitive advantage. The purpose of our research is to analyse whether technological assets influence absorptive capacity (potential and realized absorptive capacity and how absorptive capacity influences internal labour flexibility, organizational innovation and performance. We achieve these goals by analysing the interrelations among internal labour flexibility, organizational innovation and performance, using the theory of resources and capabilities. A quantitative study was carried out with data gathered by personal interview using a structured questionnaire. Relationships proposed in the theoretical model were estimated through a structural equation model, using a sample of 160 European technology companies. The results show that support for technology and improvement of technological skills and technological distinctive competencies promote improvement in organizational performance through their positive influence on the processes of potential and realized absorption capacity. Potential absorptive capacity influences realized absorptive capacity, which impacts not only internal labour flexibility but also organizational innovation and organizational performance. Further, internal labour flexibility influences organizational performance through organizational innovation. This issue is of particular interest when considering the dynamic nature of turbulent technological environments in which the organization operates. Technological assets thus identify new sources of flexibility and organizational innovation based

Organizational ethnography and methodological angst: Myths and challenges in the field

NARCIS (Netherlands)

Yanow, D.

2009-01-01

Purpose – The purpose of this paper is to assess the myths and challenges in the field of organizational ethnography and methodological angst. Design/methodology/approach – This paper is initially written as an invited keynote address for the 3rd Annual Joint Symposium on “Current Developments in

Teachers’ perceptions of their own initiative: Collective initiative vs. personal initiative

Directory of Open Access Journals (Sweden)

Džinović Vladimir

2013-01-01

Full Text Available Current trends in education demand from teachers to exhibit proactive behaviour and assume responsibility for the implementation of changes in school practice. In that sense, it is important to study how teachers perceive their own initiative and to gain insight into the activities where such initiative is demonstrated. This study has been conceived as a mixed-methods research. The qualitative study implied forming four focus groups with subject teachers and class teachers (N=38, while the quantitative study entailed surveying 1441 teachers in forty primary schools in Serbia using the questionnaire constructed based on qualitative data. Data from focus groups were processed by qualitative thematic analysis, while the questionnaire data were processed by principal component analysis and univariate analysis of variance. The findings of the study have shown that teachers mostly demonstrate initiative through co­operative activities that include planning of joint teaching as well as conducting joint projects within school and with the local community actors. Teachers are least ready to demonstrate personal initiative and the initiative aimed at accomplishing considerable changes in school work. The concluding part includes the recommendations for encouraging teachers’ personal initiative and building organizational culture that would support such initiative. [Projekat Ministarstva nauke Republike Srbije, br. br. 47008: Unapređivanje kvaliteta i dostupnosti obrazovanja u procesima modernizacije Srbije i br. 179034: Od podsticanja inicijative, saradnje i stvaralaštva u obrazovanju do novih uloga i identiteta u društvu

Organizational resilience: Sustained institutional effectiveness among smaller, private, non-profit US higher education institutions experiencing organizational decline.

Science.gov (United States)

Moran, Kenneth A

2016-06-04

Recent changes in the United States (US) economy have radically disrupted revenue generation among many institutions within higher education within the US. Chief among these disruptions has been fallout associated with the financial crisis of 2008-2009, which triggered a change in the US higher education environment from a period of relative munificence to a prolonged period of scarcity. The hardest hit by this disruption have been smaller, less wealthy institutions which tend to lack the necessary reserves to financially weather the economic storm. Interestingly, a review of institutional effectiveness among these institutions revealed that while many are struggling, some institutions have found ways to not only successfully cope with the impact of declining revenue, but have been able to capitalize on the disruption and thrive. Organizational response is an important factor in successfully coping with conditions of organizational decline. The study examined the impacts of organizational response on institutional effectiveness among higher education institutions experiencing organizational decline. The study's research question asked why some US higher educational institutions are more resilient at coping with organizational decline than other institutions operating within the same segment of the higher education sector. More specifically, what role does organizational resilience have in helping smaller, private non-profit institutions cope and remain effective during organizational decline? A total of 141 US smaller, private non-profit higher educational institutions participated in the study; specifically, the study included responses from participant institutions' key administrators. 60-item survey evaluated administrator responses corresponding to organizational response and institutional effectiveness. Factor analysis was used to specify the underlying structures of rigidity response, resilience response, and institutional effectiveness. Multiple regression

Investigation of the relationship between organizational learning and organizational citizen behavior among the staff of teaching hospital.

Science.gov (United States)

Kiaei, Mohammad Zakaria; Hasanpoor, Edris; Sokhanvar, Mobin; Mohseni, Mohammad; Ziaiifar, Hajarbibi; Moradi, Mahin

2014-10-01

Today, the concept of organizational learning has attracted the attention of many managers and researchers in scientific and research circles as well as those in the organization-related studies. Taking the organizational learning into account might offer a means of organizational effectiveness that has gone unnoticed. Thus the present study aimed at investigating the relationship between the organizational learning in each of its four aspects as independent variables and organizational citizen behavior of the staff as constituting the dependent variable of the study. This was a descriptive-analytical study with a practical approach conducted in 2010. The sample included 167 staff members working in educational health centers affiliated with Qazvin University of Medical Sciences. The data were collected via both the organizational learning questionnaire and organizational citizen behavior questionnaire and analyzed by using SPSS software and Spearman test. The results indicated that the mean of organizational learning indicator was 2.9±0.648 and that of organizational citizen behavior 3.78±0.413. In addition, the spearman correlation coefficient ranging from 0.058 to 0.129 between the elements of the organizational learning and the organizational citizen behavior was not statistically significant (p>0.05). The findings also indicated that the correlation between them was average among the staff of Shahid Raja'ee Educational health center (0.319), thus the relationship between the two sets of variables proved significant (p=0.031). However, the same was not true in other centers. It was concluded that management commitment, open space, transfer of knowledge, and systemic vision could all enhance the level of organizational learning in hospitals which calls for focus on the elements of organizational citizen behavior.

Mediating Role of Perceived Organizational Support on the Impact of Psychol ogical Capital on Organizational Identification

Directory of Open Access Journals (Sweden)

Haluk Erdem

2015-06-01

Full Text Available Employees’ loyalty toward organizations is decreasing gradually recently. This phenomenon negatively affects the dimensions of organizational behavior directly or indirectly. In this study, the effect of psychological capital on organizational identification, and the mediating role of perceived org anizational support in this association are explored. Thereby, data based on the government employees in Bitlis Province (n=478 are analyzed (exploratory and confirmatory factor analyses, regression analysis and it is supported that psychological capital increases positively and significantly perceived organizational support and organizational identification. Besides, the mediating role of organizational support in the association between psychological capital and organizational identification is supporte d using tree step regression analysis and Sobel Test

A practical implementation science heuristic for organizational readiness: R = MC2

Science.gov (United States)

Cook, Brittany S.; Lamont, Andrea; Wandersman, Abraham; Castellow, Jennifer; Katz, Jason; Beidas, Rinad S.

2015-01-01

There are many challenges when an innovation (i.e., a program, process, or policy that is new to an organization) is actively introduced into an organization. One critical component for successful implementation is the organization’s readiness for the innovation. In this article, we propose a practical implementation science heuristic, abbreviated as R= MC2. We propose that organizational readiness involves: 1) the motivation to implement an innovation, 2) the general capacities of an organization, and 3) the innovation-specific capacities needed for a particular innovation. Each of these components can be assessed independently and be used formatively. The heuristic can be used by organizations to assess readiness to implement and by training and technical assistance providers to help build organizational readiness. We present an illustration of the heuristic by showing how behavioral health organizations differ in readiness to implement a peer specialist initiative. Implications for research and practice of organizational readiness are discussed. PMID:26668443

Corruption and Organizational Communication

DEFF Research Database (Denmark)

Krause Hansen, Hans

2017-01-01

, and societal levels, as well as how corruption is and can be responded to through public scandals and more elaborate communicative strategies of corruption control, or anti-corruption. A focus on corruption and corruption control provides organizational communication scholars with entry points to explore...... the powerful communicative dynamics playing out between the local organizational meanings of particular practices and externally imposed definitions of what constitutes appropriate organizational behavior....

Measuring Organizational Climate and Organizational Commitment in the Turkish Educational Context.

Science.gov (United States)

Turan, Selahattin

This report examines the relationship between each dimension of organizational climate (supportive principal behavior, directive principal behavior, engaged teacher behavior, frustrated teacher behavior) and the organizational commitment of teachers in Turkish public schools. Data were collected from 900 educators in 40 public high schools.…

Job Satisfaction of Nurses and Its Moderating Effects on the Relationship Between Organizational Commitment and Organizational Citizenship Behaviors.

Science.gov (United States)

Lin, Chia-Tzu; Chang, Ching-Sheng

2015-01-01

Because nurses deliver care to patients on behalf of hospitals, hospitals should enhance the spontaneous organizational citizenship behaviors of front-line nurses to increase patient satisfaction and, hence, to increase the competitiveness of the hospital. However, a major gap in the literature is the lack of evidence-based studies of the correlations among job satisfaction, organizational commitment, and organizational citizenship behaviors in nursing personnel. Therefore, this study performed a cross-sectional survey of nurses in 1 large hospital in Taiwan; out of 400 questionnaires distributed, 386 valid questionnaires were collected, which was a valid response rate of 96.50%. The survey results revealed that organizational commitment has a significant positive effect on organizational citizenship behaviors (γ11 = 0.57, p organizational commitment and organizational citizenship behaviors (Δχ2 = 26.397, p organizational commitment and organizational citizenship behaviors.

Organizational Behaviour in Construction

DEFF Research Database (Denmark)

Kreiner, Kristian

2013-01-01

Review of: Organizational Behaviour in Construction / Anthony Walker (Wiley-Blackwell,2011 336 pp)......Review of: Organizational Behaviour in Construction / Anthony Walker (Wiley-Blackwell,2011 336 pp)...

Organizational culture

OpenAIRE

Schein, Edgar H.

1988-01-01

Cultural orientations of an organization can be its greatest strength, providing the basis for problem solving, cooperation, and communication. Culture, however, can also inhibit needed changes. Cultural changes typically happen slowly – but without cultural change, many other organizational changes are doomed to fail. The dominant culture of an organization is a major contributor to its success. But, of course, no organizational culture is purely one type or another. And the existence of sec...

Organizational Blogging

DEFF Research Database (Denmark)

Agerdal-Hjermind, Annette

2014-01-01

The purpose of this paper is to address and discuss implications of blog usage in a corporate communication context from an employees’ perspective by analyzing the local context and the underlying motivations of corporate blogging as they are being discursively constructed by a group of organizat...... of organizational bloggers. The paper presents findings from a case study of a government agency’s corporate blogging activity, traced through focus group interviews with the organizational bloggers....

The relationship between organizational structure and organizational ambidexterity: a comparison between manufacturing ans service firms