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Papers by sdiieee wtxfrif
Management Science, 1983
... This framework organizes criteria of effectiveness into four models-rational goal, open syste... more ... This framework organizes criteria of effectiveness into four models-rational goal, open systems ... We conclude that major criteria of effectiveness change in predictable ways as organizations ... the responses of organiza-tions to the external environment vary in different life cycle ...
Current Digest of the Russian Press, The …, 1952
Organization science, 1990
... 1, No. 3, August 1990 Printed in USA LONGITUDINAL FIELD RESEARCH METHODS FOR STUDYING PROCESS... more ... 1, No. 3, August 1990 Printed in USA LONGITUDINAL FIELD RESEARCH METHODS FOR STUDYING PROCESSES OF ORGANIZATIONAL CHANGE* ANDREW H. VAN DE VEN AND GEORGE P. HUBER ... Page 2. 214 ANDREW H. VAN DE VEN AND GEORGE P. HUBER ...
Systemic Practice and Action Research, 2011
Change or innovation diffusion is a key issue for most business organizations but is yet difficul... more Change or innovation diffusion is a key issue for most business organizations but is yet difficult to implement as the change management process is often complex as it relies on an organized methodology to complement an organization’s commitment and participation. An ambiguous environment surrounding change mechanism tends to develop unintended attitudes, resulting in resistance and conflict. The study proposes a model for the management of such conflicts among change participants (involved and affected) in the context of organizational change. The authors consider organizational change process as an innovation project that treats change and conflicts holistically with the Ulrich’s notion of boundary considerations (boundary critique). A social network setting of multiple stakeholders is considered to effectively help in resolving problematic situations that hinder organizational learning and change. The proposed model provides a theoretical foundation based on concepts governing Critical Systems Heuristics (CSH), change theory, stakeholder theory and conflict management.
Computational & Mathematical Organization Theory, 1998
Changes in objectives, in resources, or in the environment may necessitate the adaptation of an o... more Changes in objectives, in resources, or in the environment may necessitate the adaptation of an organization from one form to another. However, in many cases, the organizations need to continue functioning while adaptation takes place, i.e., it is not possible to stop the organizational activity in order to reorganize, and then start again. In this case, adaptation can be expressed as a morphing process in which the organization transitions from one form with its attendant task allocation to a different one through a series of incremental steps that preserve overall functionality and performance. Coordination between organization members during adaptation is critical. A computational model for this type of organizational adaptation at the operational level is presented. The model is implemented using the Colored Petri Net formulation of discrete event dynamical systems. A design methodology that utilizes this model is outlined and a simple example is used to illustrate the approach.
Academy of management review, 1991
In this article we argue that the extant representations of the concept of organizational memory ... more In this article we argue that the extant representations of the concept of organizational memory are fragmented and underdeveloped. In developing a more coherent theory, we address possible concerns about anthropomorphism; define organizational memory and elabo-rate on its ...
International Journal of Conflict Management, 2006
Purpose -This paper aims to investigate the definition of conflict, and argue that conflict is no... more Purpose -This paper aims to investigate the definition of conflict, and argue that conflict is not always destructive. Design/methodology/approach -This commentary centers on re-evaluating past research into the definition and nature of conflict. It proposes that more thought is required when using the term as it is too broad in its definition. The term has become synonymous with negativity, and this commentary aims to show that the term may also be used in certain situations when conflict can have a positive effect. Findings -Although the research has shown that some people have a broader idea of what the term "conflict" comprises, the majority of people use the common definition related to destruction and negativity. Practical implications -Opens up a discussion revolving around the concept of conflict and dispels the commonly held definition that conflict is always detrimental. Originality/value -The paper takes an alternative view of conflict and opens up the little-held discussion around the term itself and its negative connotations.
The Leadership Quarterly, 1999
... of leadership across cultures, which confirms the existence of several leadership characteris... more ... of leadership across cultures, which confirms the existence of several leadership characteristics that are universally endorsed (House, Wright, & Aditya, 1997). ... isn't something to fear; it's an enormous opportunity to shuffle the deck, to replay the game (Tichy & Charan, 1989, p. 13 ...
Work and Stress, 2007
Since the early 1990s, there has been a growing literature on organizational-level interventions ... more Since the early 1990s, there has been a growing literature on organizational-level interventions for work-related stress, and associated calls for such interventions to be evaluated. At the same time, doubts have been expressed about the adequacy of traditional scientific research methods in applied psychology (the natural science paradigm) in providing an effective framework for such evaluations. This paper considers some of the philosophical and methodological issues raised by evaluation research in relation to organizational-level interventions for work-related stress. Four key issues are discussed: the concept of a study being “fit for purpose” in relation to research designs and the nature of acceptable evidence; the issue of control of research conditions in real-world studies; the need to evaluate process as well as outcome, including the interrelated nature of process and outcome; and the interpretation of imperfect evidence sets. The starting point of this paper is the reality of organizational life, which is complex and continually changing. Its main objective is not to offer an alternative to a scientific approach but to argue for a more broadly conceived and eclectic framework for evaluation that acknowledges the limitations of the traditional approach. It espouses an approach that is reflective of the reality of organizational life and in which the methods used for evaluating an intervention are fit for purpose. The paper concludes by offering an outline framework for this broader approach to the evaluation of interventions.
Management Science, 1983
... This framework organizes criteria of effectiveness into four models-rational goal, open syste... more ... This framework organizes criteria of effectiveness into four models-rational goal, open systems ... We conclude that major criteria of effectiveness change in predictable ways as organizations ... the responses of organiza-tions to the external environment vary in different life cycle ...
Current Digest of the Russian Press, The …, 1952
Organization science, 1990
... 1, No. 3, August 1990 Printed in USA LONGITUDINAL FIELD RESEARCH METHODS FOR STUDYING PROCESS... more ... 1, No. 3, August 1990 Printed in USA LONGITUDINAL FIELD RESEARCH METHODS FOR STUDYING PROCESSES OF ORGANIZATIONAL CHANGE* ANDREW H. VAN DE VEN AND GEORGE P. HUBER ... Page 2. 214 ANDREW H. VAN DE VEN AND GEORGE P. HUBER ...
Systemic Practice and Action Research, 2011
Change or innovation diffusion is a key issue for most business organizations but is yet difficul... more Change or innovation diffusion is a key issue for most business organizations but is yet difficult to implement as the change management process is often complex as it relies on an organized methodology to complement an organization’s commitment and participation. An ambiguous environment surrounding change mechanism tends to develop unintended attitudes, resulting in resistance and conflict. The study proposes a model for the management of such conflicts among change participants (involved and affected) in the context of organizational change. The authors consider organizational change process as an innovation project that treats change and conflicts holistically with the Ulrich’s notion of boundary considerations (boundary critique). A social network setting of multiple stakeholders is considered to effectively help in resolving problematic situations that hinder organizational learning and change. The proposed model provides a theoretical foundation based on concepts governing Critical Systems Heuristics (CSH), change theory, stakeholder theory and conflict management.
Computational & Mathematical Organization Theory, 1998
Changes in objectives, in resources, or in the environment may necessitate the adaptation of an o... more Changes in objectives, in resources, or in the environment may necessitate the adaptation of an organization from one form to another. However, in many cases, the organizations need to continue functioning while adaptation takes place, i.e., it is not possible to stop the organizational activity in order to reorganize, and then start again. In this case, adaptation can be expressed as a morphing process in which the organization transitions from one form with its attendant task allocation to a different one through a series of incremental steps that preserve overall functionality and performance. Coordination between organization members during adaptation is critical. A computational model for this type of organizational adaptation at the operational level is presented. The model is implemented using the Colored Petri Net formulation of discrete event dynamical systems. A design methodology that utilizes this model is outlined and a simple example is used to illustrate the approach.
Academy of management review, 1991
In this article we argue that the extant representations of the concept of organizational memory ... more In this article we argue that the extant representations of the concept of organizational memory are fragmented and underdeveloped. In developing a more coherent theory, we address possible concerns about anthropomorphism; define organizational memory and elabo-rate on its ...
International Journal of Conflict Management, 2006
Purpose -This paper aims to investigate the definition of conflict, and argue that conflict is no... more Purpose -This paper aims to investigate the definition of conflict, and argue that conflict is not always destructive. Design/methodology/approach -This commentary centers on re-evaluating past research into the definition and nature of conflict. It proposes that more thought is required when using the term as it is too broad in its definition. The term has become synonymous with negativity, and this commentary aims to show that the term may also be used in certain situations when conflict can have a positive effect. Findings -Although the research has shown that some people have a broader idea of what the term "conflict" comprises, the majority of people use the common definition related to destruction and negativity. Practical implications -Opens up a discussion revolving around the concept of conflict and dispels the commonly held definition that conflict is always detrimental. Originality/value -The paper takes an alternative view of conflict and opens up the little-held discussion around the term itself and its negative connotations.
The Leadership Quarterly, 1999
... of leadership across cultures, which confirms the existence of several leadership characteris... more ... of leadership across cultures, which confirms the existence of several leadership characteristics that are universally endorsed (House, Wright, & Aditya, 1997). ... isn't something to fear; it's an enormous opportunity to shuffle the deck, to replay the game (Tichy & Charan, 1989, p. 13 ...
Work and Stress, 2007
Since the early 1990s, there has been a growing literature on organizational-level interventions ... more Since the early 1990s, there has been a growing literature on organizational-level interventions for work-related stress, and associated calls for such interventions to be evaluated. At the same time, doubts have been expressed about the adequacy of traditional scientific research methods in applied psychology (the natural science paradigm) in providing an effective framework for such evaluations. This paper considers some of the philosophical and methodological issues raised by evaluation research in relation to organizational-level interventions for work-related stress. Four key issues are discussed: the concept of a study being “fit for purpose” in relation to research designs and the nature of acceptable evidence; the issue of control of research conditions in real-world studies; the need to evaluate process as well as outcome, including the interrelated nature of process and outcome; and the interpretation of imperfect evidence sets. The starting point of this paper is the reality of organizational life, which is complex and continually changing. Its main objective is not to offer an alternative to a scientific approach but to argue for a more broadly conceived and eclectic framework for evaluation that acknowledges the limitations of the traditional approach. It espouses an approach that is reflective of the reality of organizational life and in which the methods used for evaluating an intervention are fit for purpose. The paper concludes by offering an outline framework for this broader approach to the evaluation of interventions.