An Empirical Longitudinal Analysis of Agile Methodologies and Firm Financial Performance
Total Page:16
File Type:pdf, Size:1020Kb
Load more
Recommended publications
-
Fundamentals of Management: Essentials Concepts and Applications (8Th Edition)
MyManagementLab® MyManagementLab is an online assessment and preparation solution for courses in Principles of Management, Human Resources, Strategy, and Organizational Behavior that helps you actively study and prepare material for class. Chapter- by-chapter activities, including study plans, focus on what you need to learn and to review in order to succeed. Visit www.mymanagementlab.com to learn more. FUNDAMENTALS OF MANAGEMENT ESSENTIAL CONCEPTS AND APPLICATIONS This page intentionally left blank FUNDAMENTALS OF MANAGEMENT 8e ESSENTIAL CONCEPTS AND APPLICATIONS STEPHEN P. ROBBINS San Diego State University DAVID A. DECENZO Coastal Carolina University MARY COULTER Missouri State University Boston Columbus Indianapolis New York San Francisco Upper Saddle River Amsterdam Cape Town Dubai London Madrid Milan Munich Paris Montréal Toronto Delhi Mexico City Sao Paulo Sydney Hong Kong Seoul Singapore Taipei Tokyo Editorial Director: Sally Yagan Senior Acquisitions Editor: Kim Norbuta Editorial Project Manager: Claudia Fernandes Director of Marketing: Maggie Moylan Senior Marketing Manager: Nikki Ayana Jones Marketing Assistant: Ian Gold Senior Managing Editor: Judy Leale Production Project Manager: Kelly Warsak Senior Operations Supervisor: Arnold Vila Operations Specialist: Cathleen Petersen Creative Director: Blair Brown Senior Art Director: Kenny Beck Text Designer: Michael Fruhbeis Cover Designer: Michael Fruhbeis Cover Art: LCI Design Manager, Rights and Permissions: Hessa Albader Medial Project Manager, Production: Lisa Rinaldi Senior Media Project Manager: Denise Vaughn Full-Service Project Management: Sharon Anderson/Bookmasters, Inc. Composition: Integra Software Services Printer/Binder: Courier/Kendallville Cover Printer: Lehigh-Phoenix Color Text Font: 10/12 Times Credits and acknowledgments borrowed from other sources and reproduced, with permission, in this textbook appear on appropriate page within text. -
The Interaction Effects of Organizational Structure and Organizational Type on Managerial Job Satisfaction
University of Central Florida STARS Retrospective Theses and Dissertations 1986 The Interaction Effects of Organizational Structure and Organizational Type on Managerial Job Satisfaction Robert W. Adams University of Central Florida Find similar works at: https://stars.library.ucf.edu/rtd University of Central Florida Libraries http://library.ucf.edu This Masters Thesis (Open Access) is brought to you for free and open access by STARS. It has been accepted for inclusion in Retrospective Theses and Dissertations by an authorized administrator of STARS. For more information, please contact [email protected]. STARS Citation Adams, Robert W., "The Interaction Effects of Organizational Structure and Organizational Type on Managerial Job Satisfaction" (1986). Retrospective Theses and Dissertations. 4869. https://stars.library.ucf.edu/rtd/4869 THE INTERACTION EFFECTS OF ORGANIZATIONAL STRUCTURE AND ORGANIZATIONAL TYPE ON MANAGERIAL JOB SATISFACTION BY ROBERT WOODROW ADAMS B.S., University of Georgia, 1977 THESIS Submitted in partial fulfillment of the requirements for the Master of Science degree in Industrial Psychology in the Graduate Studies Program of the College of Arts and Sciences University of Central Florida Orlando, Florida Fall Term 1986 ACKNOWLEDGEMENTS I would like to acknowledge my parents - Jesse and Sybil, for their special love and encouragement and the rest of my family - Suzy, Bill, Bud, and Michele. A special thank you to Richard, Nancy, Katie, and Julie Bagby. Thank you to the following: Dr. Ed Shirkey for his guidance, Dr. Wayne Burroughs and Dr. Janet Turnage for their invaluable assistance. ii TABLE OF CONTENTS INTRODUCTION . 1 Organization Structure and Job Satisfaction . 4 Organization Type and Job Satisfaction 8 Summary . -
Organizational Structure in Complex Systems Katie Mcallister, Ph.D
Academics 1 Minerva Guide 10 Organizational Structure in Complex Systems Katie McAllister, Ph.D. Last modified: January 22, 2019 As we have seen with networks, the structure of relationships between individuals affects the flow of information and shapes higher order effects or outcomes in a system. In the context of an organization such as a corporation, government or institution, the formal structure will determine how the organization operates and performs. Different organizations employ different structures which can vary from organic, highly interconnected and flexible arrangements to rigid, compartmentalized hierarchies. With many different options available, it is important to consider the values, goals and context of the organization when selecting a particular structure. Organizational structure and complexity Organizational structure will be considered a special case of decomposing a system into components or units, such as major divisions/branches, departments, working groups and individuals. In many cases it may also be useful to consider levels of analysis when evaluating an organization, as different “org structures” can result in specific characteristics or behavior at an individual level, group/department level, or organization-wide level (for example). Common approaches to organizational design When analyzing system behavior in the context of an organization, an important starting point is to attempt to classify the org structure. While exceptions and hybrid models exist, the below can be used as a general set: Hierarchical Organizations ● Functional Hierarchy Figure 1. Functional organization chart of a company that produces medical devices (pacemakers, artificial joints, stents…), consumer healthcare products (toothpaste, deodorant, soaps…) and pharmaceutical drugs (prescription and “over the counter” drugs). -
Timelines and Student Project Planning in Middle School Technology /Engineering Education Exercises
Session Number 2530 Timelines and Student Project Planning in Middle School Technology /Engineering Education Exercises Timothy Harrah1, Bradford George2 and Martha Cyr1 1Tufts University Center for Engineering Education Outreach Tufts University, Medford, MA 02460 / 2 Hale Middle School Nashoba Regional School District, Stow, MA 01775 Abstract In the practice of professional engineering design, nearly all work is ultimately completed in a team format and under a deadline. It is therefore relevant to reflect, on some level, the demands of these real world constraints in instructional problem solving activities as well. It is our belief and experience that the integration of these concepts may be made successfully as early as grades seven and eight. While team based interactive learning has consistently been a focus of the Tufts University/Nashoba Regional School District NSF GK-12 program, over the past academic year, the concept of student directed project planning has also been implemented. This primarily involves the creation of a project specific Gantt chart, which is a common tool in industrial project management. This has similar benefit to students as to working professionals in that advanced planning allows for the broad survey of project scope and for the allocation of time and personnel resources to various tasks that are component to its efficient and timely completion. As the planned tasks mirror the steps of the engineering design process, this exercise also becomes a pedagogical tool to review and reinforce this material. In addition, the usefulness of the graphical representation of information is also emphasized. It is our experience that students respond well to this exercise and in the periodic charting of actual progress against initial goals, experience the reinforcement of planning skills which are broadly applicable to many types of team based problems. -
Illustrated-Guide-To-Org-Structures.Pdf
TABLE OF CONTENTS 1. An Introduction to Organizational Structures pg. 2 2. Building Blocks: Organizational Structure Basics pg. 3 3. Types of Organizational Structures pg. 8 4. Marketing Team Org Structures: 7 Real-World Examples pg. 17 5. How to Structure a Modern Marketing Team pg. 24 Created by: Erik Devaney | @BardOfBoston | Content Strategist, HubSpot 1 INTRODUCTION To put it in the simplest terms possible, an organizational structure describes how a company, division, team, or other organization is built; how all of its various components fit together. More specifically, it is a framework that organizes all of the formal relationships within an organization, establishing lines of accountability and authority, and illuminating how all of the jobs or tasks within an organization are grouped together and arranged. Ideally, the type of structure your company, division, or team implements should be tailored to the specific organizational goals you’re trying to accomplish. Because ultimately, even if an organization is filled with great people, it can fall apart (or fail to operate efficiently) if the structure of the organization is weak. As executive coach Gill Corkindale noted in a Harvard Business Review article, “Poor organizational design and structure results in a bewildering morass of contradictions: confusion within roles, a lack of co-ordination among functions, failure to share ideas, and slow decision-making bring managers unnecessary complexity, stress, and conflict.” In this guide, we’ll explore the world of organizational structures by taking a visual approach. The guide includes several organizational structure diagrams (or “org charts”), which highlight structures that can be applied to entire businesses as well as to marketing departments and teams. -
Agile in Multisite Software Engineering INTEGRATION CHALLENGES
Agile in Multisite Software Engineering INTEGRATION CHALLENGES Naresh Mehta & Junaid Gill | IY2578 Master Thesis | 23 May 2017 Agile in Multisite Software Engineering | Naresh Mehta & Junaid Gill Integration Challenges TO OUR BELOVED PARENTS & FAMILIES 2 | PAGE Agile in Multisite Software Engineering | Naresh Mehta & Junaid Gill Integration Challenges ABSTRACT Many big organizations who are in existence since before the term agile came into existence are pursuing agile transformations and trying to integrate it with their existing structure. It has been an accepted fact that agile integrations are difficult in big organizations and many of such organizations fail the transformations. This is especially true for multisite software organizations where a traditional mix of old and new ways of working ends up creating issues. The result of such failure is the implementation of a hybrid way of working which ultimately leads to lower output and higher cost for the organizations. This paper looks at the integration challenges for multisite software engineering organizations and correlates with the theoretical findings by earlier with practical findings using survey and interviews as data collection tools. This paper specifically focusses on integration challenges involving self-organizing teams, power distribution, knowledge hiding and knowledge sharing, communications and decision making. The paper also has empirical evidence that shows that there is a communication and understanding gap between the employees and management in basic understanding -
Effect of Organizational Structure, Leadership and Communication on Efficiency and Productivity
Effect of organizational structure, leadership and communication on efficiency and productivity - A qualitative study of a public health-care organization Authors: Johanna Andersson Alena Zbirenko Supervisor: Alicia Medina Student Umeå School of Business and Economics Spring semester2014 Bachelor thesis, 15 hp Acknowledgements We would like to express our gratitude to those people who helped us during our work on this thesis. We want to thank Jens Boman for inviting us to work on this project. We also want to thank personnel of Laboratoriemedicin for their time and effort. Special thanks to Jegor Zavarin, for his help and support. We also want to thank our supervisor, Alicia Medina, for her help, guidance, and advice in times when we needed it most. Johanna Andersson&AlenaZbirenko Abstract This thesis has been written on commission by Laboratoriemedicin VLL, which is a part of region‟s hospital. The organization did not work as efficiently as it could, and senior managers have encountered various problems. We have been asked to estimate the situation, analyze it, and come up with solutions which could increase efficiency and productivity; in other words, increase organizational performance. After preliminary interview with the senior manager, we have identified our areas of the interest: organizational structure, leadership, and communication. This preliminary interview made us very interested at the situation at Laboratoriemedicin, and helped us to formulate our research question: “How do organizational structure, leadership, and communication affect productivity and efficiency of the public health-care organization?” Moreover, it made our research have two purposes, one of academic character, and one of practical character. -
Rapport De La Cellule De Production
Department of International Management Chair of Corporate Strategies Rethinking organizations: the Holacracy practice An empirical analysis to assess the performability of the practice for small- medium and large-sized companies: ARCA and Zappos cases SUPERVISOR Prof. Karynne Turner CANDIDATE Livia Serrini 670581 CO-SUPERVISOR Prof. Federica Brunetta ACADEMIC YEAR 2017/2018 Livia Serrini n°670581 EXECUTIVE SUMMARY ARCA, an important global leader in the cash-handling automation solution, and Zappos, online giant retailer of clothing and shoes, have undertaken the transformation to a holacratic-powered organization. Holacracy, a totally break-through practice based on a self-managing approach, enables companies to high responsiveness and swift adaptation to constant changes occurring in today’s economic environment, leading to a purpose-driving orientation. This thesis aims to analyze the effectiveness of the practice, and the substantial benefits delivered, both for small-medium and large-sized companies, such respectively are ARCA and Zappos. The analysis is based on recent literature and researches conducted by prominent experts and institutes research and enriched by interviews conducted directly with the two analyzed companies. The need for this analysis has arisen due to the several discussions arose after Zappos' adoption of the practice, being the biggest company that has made the shift to Holacracy approach in the world. The thesis is that even the big companies can benefit from the enormous benefits delivered by Holacracy practice, with longer time in the adoption but not at the expense of its effectiveness Livia Serrini n°670581 TABLE OF CONTENTS 1 INTRODUCTION ........................................................................................................... 1 1.1 OBJECTIVES OF THE STUDY 2 1.2 METHODOLOGY 3 1.3 LIMITATION OF THE STUDY 3 2 LITERATURE REVIEW ............................................................................................. -
Henry L Gantt, 1861-1919: Debunking the Myths Vol
PM World Journal Henry L Gantt, 1861-1919: Debunking the myths Vol. I, Issue V – December 2012 a retrospective view of his work www.pmworldjournal.net Featured Paper Patrick Weaver Henry L Gantt, 1861 - 1919 Debunking the myths, a retrospective view of his work By Patrick Weaver Henry Laurence Gantt, A.B., M.E. was an American mechanical engineer and management consultant who is best known for developing the Gantt chart in the 1910s. However, the charts Henry Gantt developed and used are nothing like the charts that are erroneously referred to as ‘Gantt Charts’ by modern project managers. It is a tragedy that Gantt’s real contributions to the advancement of management science are obscured by two glaring misconceptions that continue to be perpetuated by sloppy scholarship with various authors repeating earlier incorrect assertions without ever bothering to check the original source materials. This article is intended to set the record straight and recognise Gantt for his real achievements! Henry Gantt was a very important management scientist; his contribution to production engineering is rightly recognised by the American Society of Mechanical Engineers (ASME) by awarding an annual medal in his honour. The Henry Laurence Gantt Medal, was established in 1929 and elevated to a Society award in 1999, it is given for distinguished achievement in management and for service to the community. Hopefully by the time you have finished this paper, you will agree the following myths should be ‘busted’ once and for all: Misconception #1 Henry Gantt developed ‘Bar Charts’ – Fact, bar charts were developed 100 years before Gantt, his charts were sophisticated production control tools, not simple representations of activities over time. -
How to Improve Production Scheduling
THE INSTITUTE FOR SYSTEMS RESEARCH ISR TECHNICAL REPORT 2007-26 The Legacy of Taylor, Gantt, and Johnson: How to Improve Production Scheduling Jeffrey W. Herrmann ISR develops, applies and teaches advanced methodologies of design and analysis to solve complex, hierarchical, heterogeneous and dynamic prob- lems of engineering technology and systems for industry and government. ISR is a permanent institute of the University of Maryland, within the A. James Clark School of Engineering. It is a graduated National Science Foundation Engineering Research Center. www.isr.umd.edu THE LEGACY OF TAYLOR, GANTT, AND JOHNSON: HOW TO IMPROVE PRODUCTION SCHEDULING JEFFREY W. HERRMANN Department of Mechanical Engineering and Institute for Systems Research University of Maryland, College Park, MD 20742, [email protected] The challenge of improving production scheduling has inspired many different approaches. This paper examines the key contributions of three individuals who improved production scheduling: Frederick Taylor, who defined the key planning functions and created a planning office; Henry Gantt, who provided useful charts to improve scheduling decision-making, and S.M. Johnson, who initiated the mathematical analysis of production scheduling problems. The paper presents an integrative strategy to improve production scheduling that synthesizes these complementary approaches. Finally, the paper discusses the soundness of this approach and its implications on OR research, education, and practice. Subject classifications: Production/scheduling: sequencing. Professional: OR/MS philosophy. 1 1. INTRODUCTION Manufacturing facilities are complex, dynamic, stochastic systems. From the beginning of organized manufacturing, workers, supervisors, engineers, and managers have developed many clever and practical methods for controlling production activities. Many manufacturing organizations generate and update production schedules, which are plans that state when certain controllable activities (e.g., processing of jobs by resources) should take place. -
1 1. Trait Theory 2. Great Man Theory 3. Charismatic Theory 4. Frederick
NCM 205 Nursing Leadership and Management – Ms. Loresita Antonia Chua 1. Trait theory 2. Great Man Theory 3. Charismatic Theory 4. Frederick Taylor 5. Frank and Lillian Gilbreth 6. Henry Gantt 7. Henri Fayol 8. Max Weber 9. Elton Mayo Hawthorne Studies 10. Kurt Lewin change theory 11. Abraham Maslow 12. Frederick Herzberg 13. Douglas McGregor 14. Ouchi Theory Z 15. Peter Drucker – MBO 16. Fred Fiedler Contingency theory 17. Robert House – Path Goal T. 18. Lashbrook Work Unit Culture Mission 1. CLMMRH 2. BOLMSH Vision TLJPH 3. SVH Organizational Chart/Structure 4. Bac CHD Staffing – Nursing Service 5. PHO (Interlocal H Zones) 6. NORFI/VRHD Personnel I. The Nurse in the Organization A. The Center of the Work World is ME o Your work world begins with ME o You are quite literally, the center of your work world o You are unique, thus your job situation is unique 4 Attributes My Internal Environment My External Environment My Responsibilities My Values My Motivation My Knowledge My Skill Personal attributes that influence 1 your work world NCM 205 Nursing Leadership and Management – Ms. Loresita Antonia Chua A1. My Values o Have an unrecognized influence upon your philosophy and actions as a nurse o Affects your life and your work. o My values are acquired subconsciously during early years and remain relatively unchanged all of your life o My values Answer 3 important question . What you believe in? . What is most important to you? . What is your attitude toward yourself and others? L O V E O F G O D 12 15 22 5 15 6 7 15 4 = 101 N U R S I N G 14 21 18 19 9 14 7 = 102 A2. -
Conceptualizing Middle Managers' Roles in Modern Organizations
SPECIAL ISSUE CALL FOR PAPERS (Re)Conceptualizing Middle Managers’ Roles in Modern Organizations Submission Deadline: 15 September 2019 Submit to [email protected] GUEST EDITORS: Murat Tarakci, Erasmus University, Netherlands ([email protected]) Mariano L. M. Heyden, Monash University, Australia ([email protected]) Steven W. Floyd, University of Massachusetts at Amherst, USA ([email protected]) Anneloes Raes, IESE, Spain ([email protected]) Linda Rouleau, HEC Montreal, Canada ([email protected]) JMS EDITOR: Dries Faems, WHU, Germany ([email protected]) BACKGROUND TO SPECIAL ISSUE Middle managers, the decision-makers linking the strategic apex and operating core (Mintzberg, 1989: 98), are at the heart of organizational processes (Floyd & Lane, 2000; Raes, Heijltjes, Glunk, & Roe, 2011; Wooldridge & Floyd, 1990; Wooldridge, Schmid, & Floyd, 2008). For instance, middle managers translate organizational strategy into operational goals and inform top managers about the progress of implementation (Floyd & Lane, 2000; Rouleau, 2005). Middle managers also contribute to strategic renewal by experimenting with novel practices and championing initiatives to top managers (Floyd & Lane, 2000; Glaser, Stam, & Takeuchi, 2016; Heyden et al., 2017; Heyden, Sidhu, & Volberda, 2015; Tarakci et al., 2018). Not surprisingly, middle managers have a strong legacy in several fields of research, including strategy, organization theory, organizational behavior, and organizational design. These organizational advantages, however, come at a cost for middle managers. An increasingly loud chorus calls for eradicating middle management ranks altogether (Economist, 2011; Gratton, 2011; Jacobs, 2015; Mims, 2015) and middle management ranks are often the initial targets of reorganizations. For example, Lloyds Banking Group eliminated 15,000 middle management positions in an effort to save £1.5 billion a year (Gratton, 2011).