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Issues of accountability, legitimacy and trust have remained at the forefront of debate surrounding non‐profit organisations and their activities. The purpose of this study is to review the literature on non‐profit accountability from the lens of organisational legitimacy. Specifically, we ask what we can learn from the literature on non‐profit organisation (NPO) accountability and consider what further work needs to be done to strengthen NPO legitimacy. We attempt to go beyond mere gap‐spotting and seek to challenge the current status quo within this body of literature. [ABSTRACT FROM AUTHOR]

Recent explorations of agri‐environmental governance which draw on the assemblage perspective highlight the relational aspects, the process dimension and the generative elements of certain sustainability endeavours. This article argues that the implications of this approach are little discussed especially what concerns the transformation potential of agri‐environmental programmes. We focus on the notion of reconfiguration as a significant facet of transformation. We align with recent research in transition studies to claim the need for conceptualizing reconfiguration. We draw on empirical research pursued with the Donau Soja organization to refer to a number of unfolding reconfigurations, in respect to the spatial, the technological and the political dimensions. We focus on the political reconfiguration and discuss some of the spillover effects of scientific research projects and proposals, programmatic papers, policy positioning and lobby work which accompany the everyday work and governance of the Donau Soja organization. We argue that greater attention to the unmeasured and unmeasurable effects of the DS assemblage also implies giving greater attention to the long‐term effects of such programmes. Moreover, the numerous changes unleashed by the organization demand research to re‐evaluate what counts as failure and success in agri‐environmental governance. [ABSTRACT FROM AUTHOR]

During the last years of his life, I had a number of discussions with Rom Harré about the puzzling growth of inefficient bureaucracy around the world. He was particularly critical of the sharp rise in the number of administrators at Oxford, Georgetown, and other universities in which he had invested his academic life. In this paper, I provide a normative account of inefficient bureaucracy inspired by Harré. I give priority to narratives that sustain normative systems 'out there' ‐ both beyond individuals, and enmeshing individuals. Through the metaphor of an inverted pyramid with seven levels of identity threat, I interpret the growth of inefficient bureaucracy in organizations as associated with collective narratives about threats against 'us,' with identity threat serving as justification and motivation to adopt and expand inefficient bureaucracy. In the final section, I briefly discuss the role of Artificial Intelligence (AI) in bureaucracy, and possible solutions to inefficient bureaucracy suggested by the normative model. [ABSTRACT FROM AUTHOR]

The paper treats the organization of arts and cultural institutions--those activities and structures that encompass the aesthetic dimension of life. When aesthetic or creative activities are institutionalized, they evolve toward a bureaucratic organizational form that is antithetical to their systemic function. The rules and regulations that control the system form the basis for its internal structure. Adherence to the rules becomes the criterion for assessing the systems performance. Therefore, the goal of any bureaucracy is to constrain creativity and limit options. When the mission of the bureaucratic organization is to enhance creativity and develop new options, the structure and function of the system are in conflict. The paper contrasts the implications of this emphasis on organizational structure over function in cultural institutions. It then discusses alternate forms that, attempt to balance the aesthetic function within a formalized organizational structure. [ABSTRACT FROM AUTHOR]

Living systems theory (LST) generates a large set of hypotheses that are thought to be applicable to the following eight levels of living systems: cell, organ, organism, group, organization, community, society, and supranational system. Many of the disciplines from which LST has derived its cross-level propositions are concerned not only with the properties of individual systems, but also with interactions between them. This paper focuses on linked systems and the linkages between them, rather than on individual systems. Intersystem relationships at various levels of living systems are examined for cross-level commonalities. The paper pays particular attention to dyads as the building blocks of quasi-living systems and higher-level living systems. Shared template elements, a common destiny, joint activity, and exchange of resources between and among systems are found to be common, cross-level factors in the bonding of systems. [ABSTRACT FROM AUTHOR]

As organizations are becoming more diverse in terms of the sociological and psychological characteristics of their workforces, diversity emerges as an important issue in contemporary work settings. As a result, workforce diversity research has evolved significantly over the last decades. However, today there is still a consensus that the variegated contemporary organizational settings require scholars and practitioners alike to develop a more nuanced understanding of diverse employees. In this vein, this conceptual paper examines workplace diversity through a complex adaptive systems (CAS) perspective. We introduce the concept of protean diversity as an application of CAS to diversity research in order to explain how individuals act on their differences through the manifestation of personal and interpersonal dynamics. Our work contributes to organizational theory and practice by offering new ways to identify both research methods and managing techniques that scholars and practitioners may apply to study and manage diverse individuals as CAS. [ABSTRACT FROM AUTHOR]

There is a growing interest in how the notion of corporate social responsibility (CSR) as shared value creation is translated in Scandinavia. However, current research seems to disregard that the specific institutional context is ambiguous, enabling the organization, and its internal stakeholders to translate the institutional logics into contradictory meanings of CSR as shared value creation. Building on the institutional logics perspective and the metaphor of translation, and framed within a case study of a Danish CSR frontrunner, this paper explores how the notion of CSR as shared value creation is translated at both the organizational and individual level through discourse. The study shows that the organization and its internal stakeholders employ different strategies to reconcile the institutional logics of ethics and economy, suggesting that the translation processes are a complex communicative matter of continuously balancing the contradictory institutional logics to maintain legitimacy in the eyes of external stakeholders. [ABSTRACT FROM AUTHOR]

According to the Swedish Social Services Act, all health personnel are required to report children whom they suspect are subject to maltreatment. This paper describes the organizational and professional conditions in four Swedish children's hospitals regarding the reporting process. Specifically, the study focused on knowledge of risk to children, legal frameworks and the perceptions of organizational support and explored the differences between the hospitals and professional groups. The method used was a quantitative questionnaire, and 295 personnel responded. Hospitals differed in the level of organizational support offered to staff. Importantly, the professional groups showed different levels of knowledge and awareness about structures supporting their reporting obligations, with nurses and nurse assistants showing a lower level of awareness than physicians and hospital social workers. The paper argues that all professional groups need to have equal access to education, with the opportunity to become more involved in the assessment and reporting process and to strengthen multidisciplinary structures. Further, this would reduce risk, dispel the perception that work with children is ‘dirty work’ and counter strategies of avoidance among some professionals. [ABSTRACT FROM AUTHOR]

The target audiences for this paper are systems engineers and architects involved in the design of complex systems such as program organizations. This is the first in a series exploring how the design of program organizations developed for the purpose of designing and developing aerospace and defense systems can be optimized. The objective of this paper is to lay the groundwork for an architecture framework for the development of a program organization. The draft standard ISO/IEC 42010 is used to define the structural requirements of the architecture framework. In addition, we use the Zachman Architecture Framework™ to organize the framework and the Department of Defense Architecture Framework Version 2.0 (DoDAF 2.0) to create the model environment for the Program Organizational Architecture Framework (POAF). This approach to defining the POAF ensured that we would have the data needed to support our objective to optimize the design of the program organization and hopefully reduce the number of defects inherent in the design. We also believe that we have sufficiently defined the characteristics of a POAF to spur more research in this area. © 2012 Wiley Periodicals, Inc. Syst Eng [ABSTRACT FROM AUTHOR]

This paper provides a synthesis of the literature on the costs incurred by organizations that develop, adopt and use inter-organizational process innovations in supply networks. A review of the literature in this area suggests that innovation costs influence the pattern of adoption. There is, however, a lack of consensus about what these innovation costs entail. Based on a review of innovation literature in the area of information systems, this paper develops an integrative framework of inter-organizational process innovation costs. The framework identifies six broad categories of costs (both tangible and intangible) that map onto different stages of organizational innovation: development and initiation costs associated with the generation of an innovation; switching costs and the cost of capital associated with the acceptance stage; and implementation and relational costs associated with implementation. The framework serves not only to organize the existing literature but also to provide the impetus for future research into the role that different categories of costs play in shaping inter-organizational process innovation in supply networks. [ABSTRACT FROM AUTHOR]

The article presents information based on the research papers published in 1950 by Cambridge University Press for the British Royal Society. The research worker is advised to start drafting his paper while his work is in progress by writing parts of it, jotting down headings, and preparing tables and figures in various forms to pick the best. As to organization, follow that of the journal in which you intend to publish, observe its conventions strictly as to the form it requires, the manner and details of presentation, footnotes and references. To most authors good writing comes only as a result of much practice. Experience shows that clarity and precision are best achieved by the use of short words and simple sentences. Authors should not introduce new systems of nomenclature or new symbols unless they are unavoidable. Footnotes should be avoided as far as possible, since they break the reading of the text and are expensive.

Global sourcing refers to the integration of decision making across worldwide purchasing units within a multinational corporation (MNC). In order to manage the integration challenge, firms have a number of tools, varying from centralization and formalization to cross-locational teams. In this paper, we focus on explaining how and why to integrate in different circumstances. The aim of this paper is to complement prior research on global sourcing organizations, which is still rather scarce and more exploratory in nature. By extending the arguments of the information processing perspective of organizations to the global sourcing context, we seek to propel a theoretical discussion on integration in the global sourcing organization. Based on the results of 12 case studies in three MNCs, we propose that integration approaches in global sourcing organizations vary depending on the three contingencies of category characteristics, supply environment characteristics and interdependence of the purchasing units. [ABSTRACT FROM AUTHOR]

John Searle has mistakenly claimed that emergence is the central concept in the account of social ontology defended by Tony Lawson, the central figure in the project now regularly referred to as Cambridge Social Ontology. This is not the case. Rather, if any concept can be considered central for Lawson, it is organisation. In this paper, I explain how Searle could misunderstand Lawson and, in doing so, I bring out the importance of organisation for understanding how phenomena, both social and non‐social, are constituted. [ABSTRACT FROM AUTHOR]

This paper describes a multi‐year effort to understand the attributes of organizations that support systems engineering effectiveness. Using a combination of surveys, interviews, and commercially available culture assessment tools, the research identifies key components of organization culture, structure, governance, process, and tools that enable systems engineers to deliver value in industry and government contexts in the United States and Europe. The results can be used by people to improve effectiveness in their own organizations and to stimulate discussion and action to support effectiveness across the profession. [ABSTRACT FROM AUTHOR]

While few organizations would willingly identify as being unfriendly to veterans, articulating what being veteran friendly means is an ongoing challenge. As such, organization leaders may struggle to explain the term, beyond reporting a need to support military veterans. This knowledge gap could contribute toward the high turnover rates of military veterans, particularly within their first 2 years of employment. To lessen these struggles, the authors propose a framework focused on building and sustaining a veteran‐friendly organization. The framework provides an opportunity for organization leaders to improve their knowledge and preparation for creating a lasting veteran‐friendly culture. The paper introduces veteran employment challenges, offers a review of literature on veteran‐friendly organizations, details the proposed framework on veteran‐friendly practices, and concludes with a reflection on the framework and implications for organizations and scholars interested in supporting veteran career transitions. [ABSTRACT FROM AUTHOR]

Using Stewart's (1976a, 1976b) role framework as an analytical lens, this paper examines how business incubator managers perceive their role and performance, and the choices they make in dealing with constraints and competing demands. Given that the literature in this domain has not considered how these types of managers experience agency and structure in their role, this study is important in theory and practice terms. Drawing on 40 qualitative interviews in different UK regions, the findings demonstrate the ways in which business incubator managers see their role as pivotal in supporting the incubatee entrepreneurs and how they endeavour to address competing role demands against constraints. Notably, while funding is commonly viewed as an enabler, the findings suggest that the funding structure could act as a constraint on the incubator managers, due to the weight of perceived bureaucracy preventing the latter from operating effectively within the full remit of their role. [ABSTRACT FROM AUTHOR]

The aim of this paper is to assess the efficiency of football. Our contributions to the literature are the use of the resource‐based theory and the strategy‐structure‐performance perspective as the study's framework, efficiency has been considered as the result of the qualities of the productive resources in football teams and efficiency is calculated in every area in the field of play. The results show that the entire team's efficiency is positively related to sporting success and the efficiency of attacking and ball recovery areas is directly related to the sport result and the efficiency of the team as a whole. [ABSTRACT FROM AUTHOR]

Government organisations, and their employees, need to be resilient to manage challenges such as resource constraints, rising demands, and the tensions and contradictions that underlie much public sector work, often stemming from the need to balance different stakeholder interests. Employee resilience, defined as the capacity to continuously adapt and flourish, even in the face of challenge, is an individual level construct that also benefits organisations. Despite its benefits, little is known about how to foster it. This paper explores whether paradoxical leadership (PL) can contribute to employee resilience. PL – the ability to balance competing structural and relational demands over time – may be one means of supporting employee resilience, as it corresponds to the tensions and paradoxes that exist in public sector work. This correspondence between PL and tensions in public administration work means that PL may also help employees behave resiliently. Findings from a quantitative survey (n = 233) in a large New Zealand public sector organisation indicate that PL antecedes resilience. The effect of PL facets on employee resilience is partially mediated by perceptions of organisational support. Paradoxical leadership, perceived organisational support, and resilience. [ABSTRACT FROM AUTHOR]

Despite progress in integrating sustainability into operations and corporate strategies many companies struggle to see substantial improvements in their environmental practices. The literature offers a preponderance of systems and analytical tools in the field of operations management literature but neglects the soft management factors also believed to be crucial for bringing about change and employee participation. Fundamentally we still lack knowledge about the best ways to engage people and organisations in sustainable practices. To address this gap, we examine both best and poor practices in seven UK ISO 14001 certified manufacturers to explore the intervention mechanisms of soft key success factors (KSF) which enhance environmental practice. This paper has two contributions. First, it clarifies the function of KSFs as antecedent and intervention variables and their role in affecting environmental practice. Second, it develops precise propositions which explain the pathways of four intervention mechanisms as mediators between antecedents and environmental practices. [ABSTRACT FROM AUTHOR]

Aim. This paper is a report of a dimensional concept analysis of patient safety culture in nursing. Background. Patient safety is an important issue in healthcare organizations. As the release of Institute of Medicine reports in the United States of America, substantial interest has arisen in studying patient safety culture; however, the concept remains poorly defined. Data sources. Multiple databases, including CINAHL, MEDLINE, PsycINFO and Anthropological Index Online, were searched from 1970 to 2006. A keyword search method was employed followed by a combined key word search. Review methods. A concept analysis based on Caron and Bowers' method was carried out using 45 papers, three books and three theses after examination of the abstracts to identify definitions, dimensions, perspectives and consequences needed for content and dimensional analyses. Findings. Nurses' shared values, beliefs and behavioural norms towards patient safety were identified as the overarching dimensions of the patient safety culture. The four sub-dimensions of patient safety culture were synthesized as system, personal, task-associated and interaction. Two main philosophical perspectives, functional and interpretative, were added to the analysis and further clarification was provided. Conclusion. It is expected that understanding the nature, as well as the key elements of the concept, would assist with analysing the existing safety culture and help to determine the strategies to build or shape the safety culture. [ABSTRACT FROM AUTHOR]

Accrual accounting is now being introduced in governmental organizations internationally. Some scholars have, however, questioned this development, implying that other accounting theories, like cameral accounting, should also be considered for use in these organizations. Since Norway is a country, which has not introduced accrual accounting in the governmental sector, the purpose of this paper is to study the evolution of governmental accounting in this country. Based on the Norwegian experiences, the paper aims to present some conclusions for the further international development of governmental accounting. [ABSTRACT FROM AUTHOR]

Introduction: Contouring has become an increasingly important aspect of radiation therapy due to inverse planning, and yet is extremely time-consuming. To improve contouring efficiency and reduce potential inter-observer variation, the atlas-based auto-segmentation (ABAS) function in Velocity was introduced to ICON cancer centres (ICC) throughout Australia as a solution for automatic contouring. Methods: This paper described the implementation process of the ABAS function and the construction of userdefined atlas sets and compared the contouring efficiency before and after the introduction of ABAS. Results: The results indicate that the main limitation to the ABAS performance was Velocity's sub-optimal atlas selection method. Three user-defined atlas sets were constructed. Results suggested that the introduction of the ABAS saved at least 5 minutes of manual contouring time (P < 0.05), although further verification was required due to limitations in the data collection method. The pilot rollout adopting a 'champion' approach was successful and provided an opportunity to improve the user-defined atlases prior to the national implementation. Conclusion: The implementation of user-defined ABAS for head and neck (H&N) and female thorax patients at ICCs was successful, which achieved at least 5 minutes of efficiency gain. [ABSTRACT FROM AUTHOR]

Previous research assessing the effectiveness of structured abstracts has been limited in two respects. First, when comparing structured abstracts with traditional ones, investigators usually have rewritten the original abstracts, and thus confounded changes in the layout with changes in both the wording and the content of the text. Second, investigators have not always included the title of the article together with the abstract when asking participants to judge the quality of the abstracts, yet titles alert readers to the meaning of the materials that follow. The aim of this research was to redress these limitations. Three studies were carried out. Four versions of each of four abstracts were prepared. These versions consisted of structured/traditional abstracts matched in content, with and without titles. In Study 1, 64 undergraduates each rated one of these abstracts on six separate rating scales. In Study 2, 225 academics and research workers rated the abstracts electronically, and in Study 3, 252 information scientists did likewise. In Studies 1 and 3, the respondents rated the structured abstracts significantly more favorably than they did the traditional ones, but the presence or absence of titles had no effect on their judgments. In Study 2, no main effects were observed for structure or for titles. The layout of the text, together with the subheadings, contributed to the higher ratings of effectiveness for structured abstracts, but the presence or absence of titles had no clear effects in these experimental studies. It is likely that this spatial organization, together with the greater amount of information normally provided in structured abstracts, explains why structured abstracts are generally judged to be superior to traditional ones. [ABSTRACT FROM AUTHOR]

• Ideally, issue management can prevent an issue from becoming an actual threat. But in reality, a company or group should be prepared to face issues that threaten a change in their status quo. This paper discusses the authors' experiences with blending the right tools with the right approach to successfully address issues that are imminent. • If the proper balance between process, interpretation and creativity is maintained, Strategic Issue Management Systems (SIMS) with their component tools can be used effectively to provide a more objective understanding of the issue and to shape a more effective strategic objective and tactical plan. • Key components of the SIMS presented include: issue characterization, strategic objectives, force field analysis, stakeholder assessment, scenario mapping, key player assessment and SWOT Analysis. Each can be used independently, but this paper focuses on how, when used in combination, each can build upon the other and produce an obtainable strategic objective and targeted tactical plan. • Although each component of the SIMS represents a stage in a process, the emphasis of the issue team should not be on completion of the process, but instead on what is learned from each stage and how the stages can then lead to a successful resolution of the issue. [ABSTRACT FROM AUTHOR]

This paper analyses specific aspects of the implementation of the second multi-annual agreement for energy efficiency concluded in the Netherlands with various industrial sectors for the period 2002–2010. The agreement is a follow-up on a previous negotiated agreement that was generally seen as successful. This successor aims at stretching the limits of feasible and reasonably cost-effective improvements in energy efficiency. In order to achieve this, so-called ‘expansion themes’ were included that typically urge communication and tuning between companies as they exceed the level of individual companies: sustainable products, sustainable industrial estates, sustainable transport and logistics and sustainable energy. While the potential benefits are very promising, the first years of implementation mostly taught lessons on the difficulties that have to be overcome in order to achieve these. This paper will discuss the emerging obstacles and positive experiences with the implementation of the expansion theme measures. Special attention will be given to the role of the ‘consultation groups’, which supervise the implementation of the sector agreements and consist of representatives of the relevant industry sector organization, government and an advisory agency. This follow-up consultation after the agreement is concluded to play an important role in stimulating integration issues such as the coherence of the energy efficiency measures in the sector, the tuning with other environmental and energy policies of government and the mutual trust between the partners. The paper is based on the official evaluation of this negotiated agreement by the authors, which was commissioned by the Dutch ministry for economic affairs. The results are not only informative on this particular negotiated agreement, but also provide lessons on the integration and communication aspects of this policy strategy in general. Copyright © 2007 John Wiley & Sons, Ltd and ERP Environment. [ABSTRACT FROM AUTHOR]

This paper introduces a new approach to the studies of complex systems, which is based on conceptual entanglement of science and philosophy. On the basis of ‘two umbrellas’ by Checkland, we raise a ‘third umbrella’, namely, self-organization and evolution, which extends systems thinking to complex system thinking. This paper also talks about the mechanisms of the operation and evolution of complex systems, puts forth an interactive model of three mechanisms and two feedback loops and finally presents its implication to the management of social organizations. Copyright © 2007 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

The premise of this paper is that for effective diversity management, it is essential that an organization has in place factors that create effective structure, including workplace equality processes and programmes. In order to demonstrate this viewpoint, research was undertaken in a communications-intensive firm by means of the extensive examination of documents and corroborative interviews. The findings were obtained by means of Beer's Viable Systems Model (1985). The research assumption was shown to be the case—the major finding indicates that effective diversity management is dependent on appropriate structures and systems to support the communication and implementation of arrangements to create and sustain workplace equality. Copyright © 2007 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

This paper is the first to introduce critical systems thinking into a new emerging research strand: the design of organizational space. The study revealed two things. First, critical systems thinking provides a thorough framework to understand the possibilities to connect organization and building; both in a conceptual understanding of the mutual relations and with regard to the practical implications that such connections have. Second, an application of critical systems thinking in an immersive virtual environment resulted in an inspiring debate around all sorts of facts and values of the current and expected future states of organizational space. It raised the awareness about a true interdisciplinary design in organization and architecture and allowed significant improvements to be made. This paper may be also regarded as an introduction to an application of critical systems thinking in other design processes where human and technical systems designs are interwoven. Copyright © 2007 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

• This paper is about the interaction in organizations between the organization culture or cultures, the individual, the systems of organizational control and the possible disconnections between them. • The paper draws on a lengthy study undertaken in a company where there was a changing culture as a result of changing modes and intensities of control. The organization had a culture and history of encouraging individual contribution. • This history of individual encouragement was all the more important as the company endeavoured to move from a reliance on tangible product output to one that is more intangibly knowledge-based and where the knowledge resource of the individual becomes increasingly important. • The name of the case organization has been disguised for reasons of confidentiality. [ABSTRACT FROM AUTHOR]

India is increasingly becoming a destination for organizations seeking to remain profitable in an intensely competitive international environment. This paper intermeshes the ancient Eastern Guru–Shishya or revered teacher-pupil process with communities of practice to radiate knowledge in organizations. This Eastern process, based on evidence from three labour intensive organizations in India, is described and analysed, along with the results. The paper contributes to knowledge and process management in organizations by tapping into ancient values as the source for embedding both knowledge sharing and knowledge production. In addition, this paper adds to the managerial discourse on developing countries, and is particularly useful for organizations wishing to engage with, or already doing business in India. Copyright © 2005 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

The authors summarize the presentations and discussions contributed to the symposium International Perspectives on Career Development by members of Group 5, who considered the topic of the structure and organization of career development programs in different nations. A capsule picture of the national setting, primary goals, components, objectives, and implementation strategies is presented. Papers fell largely into 4 categories: national programs with several components; large, but more specific programs, serving a national population; smaller programs serving diverse populations; and focused programs. One theme emerged strongly from virtually every presentation: There is a gap, often profound, between policy or vision and reality. Although every nation about which participants heard had laudable policies and had made genuine attempts to assist its people with life career development, many individuals do not have access to quality, or even any, services. [ABSTRACT FROM AUTHOR]

This paper examines the methodological considerations of diary methods, as used in exploratory multimethod research into the characteristics and function of gossip in nursing and health care organizations. There has, in the past, been a dearth of empirical research into the nature and role of gossip in organizations. Gossip is a disparate phenomenon, difficult to define, conceptually complex and resistant to paradigmatic summing up. However, research agendas are emerging in relation to gossip as both a social phenomenon, and also as an important aspect of organizational communication. This paper contributes to this emerging literature, arguing that diary methods offer a solution to the problems of researching the often private, unseen and unheard worlds of gossip in organizations. It is also argued that diary methods alone are insufficient, and that eclectic, multimethod research designs are necessary in order to manage the challenges associated with capturing and preserving the elusive nature of gossip. [ABSTRACT FROM AUTHOR]

The article discusses the significance of diary methods to enhance research in work psychology. Life in organizations is dynamic; it has an ebb and flow. Indeed, one of the prevailing features of organizational life is that events, behaviours and experiences fluctuate in frequency and intensity over time. Diary methods enable the researcher to study such fluctuations within individuals by collecting data on many occasions from the same individuals. The analysis of such data provides a useful means of understanding the topology of daily activity and assessing the dynamic relationships assumed in many work psychology theories. An important advantage of diary methods is that they can examine how individuals respond to changes in events or behaviours over time. Yet, data from diaries may still be compared between individuals. This makes it possible to discover whether experiences are influenced by personal characteristics, and whether certain processes develop differently for certain persons. The use of the diary method was advantageous in obtaining data on gossip because it aided access to what are often private and ill-structured events.

Sustainable development has achieved widespread acceptance throughout the world as an appropriate goal for humankind. Applying the concept at both government and corporate levels has proved difficult due in part to an inherent conflict between the ecological, social and economic dimensions contained within contemporary interpretations of sustainable development. This paper describes a version of sustainability that provides clear and unambiguous direction for decision makers. Replacing the typically Western neoclassical economic perspective contained within most interpretations of sustainable development with a Buddhist perspective of economics leads to an internally consistent version of sustainability referred to as sustainable sufficiency. A study of a decision process within an organization operating within a sustainable development framework is used to provide contrast with decision making within a sustainable sufficiency framework. A conclusion of this paper is that the sustainable sufficiency concept reinforces the view that neoclassical economic principles provide a barrier to achieving the social and ecological objectives contained within contemporary interpretations of sustainable development. Copyright © 2005 John Wiley & Sons, Ltd and ERP Environment. [ABSTRACT FROM AUTHOR]

This paper reviews a limited selection of recent, primarily UK-based, social accounting research studies seeking to promote, assess and develop key democratic characteristics within formal stakeholder engagement exercises. Stakeholder democracy is explored at the organisational level and a loose framework for assessing the level of democracy embedded in stakeholder engagement exercises is outlined. Research exposing democratic deficiencies in stakeholder engagement is discussed along with an analysis of attempts at conceptualising more democratic arrangements of this nature. Emerging efforts at suggesting and enacting ways of improving information flows in these exercises are also considered. The paper concludes by considering an ongoing research agenda seeking to facilitate broader stakeholder representation in the social accounting literature. [ABSTRACT FROM AUTHOR]

This special issue on "New Technology, Work and Employment" was conceived with a core idea in mind: to identify and reflect on research practice concerning gender dynamics within the era of the digital society. It follows that the digital era not only encompasses high-tech organizations, but organizations regardless of size, location and sector, as technology is pervasive in almost every mode of working, both collocated and distributed. The five articles selected for publication discuss gender issues at different levels and in a variety of industries. Three of them are based on empirical studies and show how specific industries and organizations are dealing with gender issues in the current age of digital technology.

In this article, strategic management research using structuration theory from 1995 to 2000 is reviewed. I describe and analyse the theoretical articulations adopted to make sense of strategy using a structurationist view. I found that, instead of being applied as the sole theoretical foundation, Giddens' propositions have been incorporated into other perspectives, the effects of which should be known by researchers looking for theoretical frameworks that avoid dichotomist thinking. The paper draws on the effects that structurationist arguments may produce regarding classical oppositions such as micro/macro and voluntarist/determinist. Its main contribution is to show how theoretical complementarities using structuration theory are promising avenues of research in the strategic management field. It also suggests that, although other alternatives of avoiding dichotomist logic exist, making a choice among them is more a question of ontological affinity than of making the 'better choice' among competing accounts. There are several routes to advance the understanding of the possibilities of human choice. [ABSTRACT FROM AUTHOR]

This case study charts the classic transformation of a small business organisation from being a vehicle of protest that attracted a reasonable but transient membership into a much larger group with a more stable membership and a group with an effective insider policy style. The paper asserts that the change in style and the change in recruiting success are not causally linked, and, indeed, it claims that an insider style may harm recruiting. In the case of the Federation of Small Businesses (FSB), however, any potential damage through adopting an insider style was more than offset by the separate decision to market the group door to door with a package of selective material incentives (Olson 1965). The paper describes the predominant insider politics style of political representation and finds that while the FSB has moved in that direction, it does not fully fit the stereotype. [ABSTRACT FROM AUTHOR]

This paper explores the emergence of organization from individuals' interactions in a collective. Its focus is on small collectives like teams. Organization is explained as an outcome of both self-organization and design. Self-organization requires stretching environments and also commitment of individuals to the interests of the collective. As interactions produce organization individuals are constituted as autonomous and non-autonomous roles participating in processes of constitution and production. The interest in these processes is that they help understanding the embodiment of knowledge to produce organizations with desirable properties. This understanding triggers a reflection about research and design. Copyright © 2002 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

• This paper reports on three case studies that centre on the relationship between organizational change, employee cynicism, the psychological contract and the sustainability of change initiatives. • The findings suggest that when employees fail to perceive a rationale for change, their psychological contracts become reformulated in such a way that they become cynical about further organizational change proposals. • Without appropriate and targeted interventions, this phenomenon, which is described in this paper as the 'BOHICA syndrome', may cause employee preparedness to consider new change proposals to be significantly reduced. • The paper presents the lessons learned from three change management experiences and identifies the importance of demonstrating the credibility and logic of managerial action and allowing for incremental change wherever possible in addressing the problem. [ABSTRACT FROM AUTHOR]

• For many years, the idea of modifying management ideas to fit organizational and cultural contexts has been widely advocated. However, theories and models that would help to achieve this objective have not received the attention they deserve. Critiques of modification of management ideas argue that ideas are sometimes modified beyond recognition. Implicit in this criticism is the suggestion that modification of ideas is inappropriate. • This paper argues that such views are not only unhelpful but also dangerous if organizations are led to assume that management ideas are universally applicable irrespective of organizational context. • It also states the need to accept the fact that modification of ideas is inevitable given the diversity of organizational contexts. • The paper presents an analytical framework to explain the adoption and modification of management ideas in organizations. • Finally, it advocates the need for fashion-setters of management ideas to produce them in versions to accommodate the diversity of organizations. [ABSTRACT FROM AUTHOR]

Continual development in the field of Knowledge Management (KM) has led to a number of critical factors being highlighted in the literature. These issues include the macro-environment, organizational climate, technological, informational, cultural and people factors. Understanding of these issues is currently limited by a paucity of systematic empirical research addressing the relationship between the cultural and technological aspects of Knowledge Management. This paper describes the development of a conceptual model for Knowledge Management implementation, which is based on a university/industry partnership and a successful PhD study. Moreover, the paper covers theory-testing and refinement of the model using large survey empirical analysis. It is concluded that the model can be used across a wide spectrum of organizations to show how cultural and technological aspects of Knowledge Management can be systematically integrated into organizations. Copyright © 2002 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

Background Access to a well-trained workforce is one of many factors underscoring the global health divide that separates industrialized and developing nations. This paper describes the distribution and physician output of the world's medical schools, compares regional physician to population ratios, examines population trends and points out potential mismatches between output and anticipated demographic changes. Method This paper has used multiple data sources in published and electronic form from organized medicine, international health institutions and the medical literature. In addition, a stratified, random survey of 130 medical schools was conducted to determine annual numbers of graduates. Results Tracking the number and distribution of medical schools and their student capacity is a complex task. The number of medical schools and the estimated number of graduates per population vary by region. In areas of predicted substantial population growth, the production of physicians is neither adequate to meet future needs, nor sufficient to overcome low physician–population ratios. Regions with high physician–population ratios and either expected population decline or small population gains over the next 50 years appear to have an over-capacity to train medical students. Conclusion This paper emphasizes the need for new methods of tracking the global pipeline of medical education and of establishing ways of sharing expertise. The growing interdependence of nations, accentuated by globalization of the world's economies, our shared goal of achieving health for all and the migration of physicians across borders highlight the need to understand the global capacity to educate the next generation of physicians. [ABSTRACT FROM AUTHOR]

This paper reviews the organizational learning literature. For many years, organizational learning theory has been based on a functionalistic paradigm, but an interpretive paradigm now seems to be attaining dominance. However, neither of these perspectives of organizational learning is truly radical in the sense of challenging conditions of power and control in organizations. There are some critical texts on organizational learning (and the learning organization), but they go no further than criticism. Therefore, this paper tries to illustrate what we can call a radical perspective of organizational learning, based on themes in the critical works. The radical perspective of organizational learning implies an organization where the individuals learn as free actors. However, there are norms or rules to guarantee freedom. The learning space in the organization guarantees the occurrence of different opinions, and allows everyone to reflect upon their actions and learning. Working time and employee commitment are restricted so that work does not interfere too much with other undertakings. All employees are guaranteed permanent appointments. Finally, in the radical perspective of organizational learning, organizations die to make place for others when their missions are accomplished. After presenting the radical perspective of organizational learning, I outline some questions for future research and indicate the necessity of further development of such a perspective. [ABSTRACT FROM AUTHOR]

The purpose of the present paper is to propose a methodology for initiating effective organization design by information system development. The primary emphasis of our methodology is on organization design rather than on information system design. We also apply it to a Japanese manufacturing company to acquire theoretical and practical findings as well as validate its efficiency and effectiveness. Although many business companies have information systems developed and implemented so far in an attempt to enhance work efficiency, most of them have not necessarily been evaluated. The present study first reviews several well-known methodologies for information system development in terms of organization design, which include the waterfall methodology and Soft Systems Methodology (SSM). After examining them carefully according to the experience of one of the authors at a food manufacturing company in Japan, we propose our original methodology based on them. We also validate its effectiveness in terms of Japanese organization culture. Copyright © 2001 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

• This paper argues that organizational change is a complex activity that requires structure and process to be effective. • This structure and process needs to focus on all aspects of the change management model from developing the strategy through to operational implementation and evaluation. Lack of cohesion and alignment through this process will result in change programmes not being optimally devised or implemented. • The paper proposes a cyclical model or approach to organizational change that confirms the inherently iterative nature of the vast majority of change initiatives. This model, called the Five Dimensions of Change, defines each stage in detail and further identifies how each of the various stages are inextricably interlinked within successful organizational change management methodologies. [ABSTRACT FROM AUTHOR]

The paper discusses some of the main contributions to the theory of communities of practice (COP theory), especially as it relates to organizational learning. The paper does riot attempt a full overview but concentrates on the notion of power relations Early COP theory was formulated as part of situated learning theory, and promised to work on issues of social context and unequal power relations. Foucault's work and actor-network theory (ANT) is introduced and forms the basis of a constructive critique of COP theory. The paper argues that COP theory and ANT can enrich each other and together make a stronger contribution to our understanding of organizational learning. Specifically, these perspectives question the value in viewing organizations as formal, canonical entities as far as learning and change are concerned. [ABSTRACT FROM AUTHOR]

This paper argues that business leaders need governance mechanisms that enable the organization to be integrated at strategic and operational levels. A review of the literature reveals that while governance has been examined from several perspectives and for various units of analysis, one aspect that has received little attention in the governance literature is that of business process. This unit of analysis is essential for the purposes of effective governance, as business processes form a critical link between strategy and operational activities. The Process-Governance Framework, introduced in this paper, guides business leaders through governance issues at strategic and operational levels. Implications for business leaders are highlighted. [ABSTRACT FROM AUTHOR]

A lot of attention has been paid to action learning in the last three decades or so and the success of such programmes has also been widely publicized. But why have these programmes been so effective in helping organizations cope with change? Many writers state that the success of such programmes is due to the fact that they link learning to actions. Yet others claim that action learning programmes succeed because they involve employee empowerment and provide a much greater learning curve. In this paper the authors hold that action learning programmes succeed because they are partly systemic and can be made even more effective if they are fully designed and implemented systemically. The essential features of a systemic method include the ability to help organizations deal with organic, cultural and power complexity. The conclusion that action learning programmes can succeed if they are fully designed and implemented systemically is reached by comparing the essential features of a systemic method with that of an action learning programme. The authors make use of a case study to support their conclusion. Copyright © 2000 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

The article introduces papers featured within the issue, including Taylor Cox and Stella Nkomo's study on the role of race in organizations and David Thomas' paper on intergroup analysis in evaluating the influence of race on work-centered developmental relationships.