scholarly journals From a new workplace to a new way of working: legitimizing organizational change

2019 ◽  
Vol 15 (3) ◽  
pp. 257-278 ◽  
Author(s):  
Grégory Jemine ◽  
Christophe Dubois ◽  
François Pichault
Keyword(s):  
Organizational Transformation ◽  
Insurance Company ◽  
Structured Interviews ◽  
Content Type ◽  
Distinctive Features ◽  
New Ways Of Working ◽  
Integrative Framework ◽  
Theoretical Approaches ◽  
Sociology Of Translation ◽  
Change Projects

Purpose Several studies have recently documented projects of organizational transformation and modernization which, commonly clustered under the umbrella term “New Ways of Working” (NWoW), simultaneously entail material, technological, cultural and managerial dimensions. Academic contributions, however, have paid little attention to the mechanisms allowing such projects to progressively become legitimized in organizational discourses and practices. The purpose of this paper is to investigate the distinctive features of the legitimation process underlying the implementation of NWoW projects. Design/methodology/approach This paper relies on a longitudinal, three-year analysis of a large insurance company. Data were collected through qualitative methods including semi-structured interviews (48), periods of observation (3 months) and document analysis (78). Findings The paper develops a grounded and integrative framework of legitimation processes underlying “NWoW” change projects. The framework emphasizes four decisive operations of translation in “NWoW” design and implementation: translating material constraints into strategic opportunities; translating strategic opportunities into a quantitative business plan supported by the top management; translating compelling discourses around “NWoW” into an organizational machinery; and translating a transformation project into discourses of unequivocal success, conveyed by legitimate spokespeople within and beyond the organization. Originality/value Besides contributing to the understanding of a managerial fashion, which has received little academic attention so far, the paper also offers an original integrative framework to account for legitimation processes that combines two theoretical approaches – the sociology of translation and research on institutionalist work.

Academic's perceptions of work-integrated learning in non-vocational disciplines

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Gabrielle A. Lloyd ◽  
Bonnie Amelia Dean ◽  
Michelle J. Eady ◽  
Conor West ◽  
Venkata Yanamandram ◽  
...  
Keyword(s):  
Professional Learning ◽  
Personal Growth ◽  
Tertiary Education ◽  
Integrated Learning ◽  
Structured Interviews ◽  
Case Study Methodology ◽  
Content Type ◽  
Theoretical Approaches ◽  
Starting Point ◽  
Work Integrated Learning

PurposeWork-integrated learning (WIL) is a strategy that enhances student learning and employability by engaging students in real-world settings, applications and practices. Through WIL, tertiary education institutions forge partnerships with industry to provide students with access to activities that will contribute to their career-readiness and personal growth. The purpose of the paper is to explore academics perceptions of WIL from non-vocational disciplines, where WIL opportunities are less prevalent.Design/methodology/approachThe study employed a qualitative, case-study methodology to unpack academics' reflections on the question “What does WIL mean to you?” Semi-structured interviews were conducted with 33 subject coordinators across a number of non-vocational degrees at one university in Australia. Open coding and thematic analysis was used to explore qualitative data and identify common themes.FindingsData suggest that academics largely have placement-based understandings of WIL that cause tensions for embedding WIL meaningfully in their courses. Tensions surface when WIL is perceived as a pedagogy that contributes to the neoliberal agenda that sits in conflict with theoretical approaches and that restrict notions of career.Originality/valueAlthough WIL is not relevant in all subjects, these understandings are a useful starting point to introduce WIL meaningfully, in various ways and where appropriate, in order to provide students opportunities for learning and employability development. The paper has implications for faculty, professional learning and institutional strategies concerning WIL for all students.

The cyber-insurance market in Norway

2019 ◽  
Vol 28 (1) ◽  
pp. 54-67 ◽  
Author(s):  
Hayretdin Bahşi ◽  
Ulrik Franke ◽  
Even Langfeldt Friberg
Keyword(s):  
Insurance Market ◽  
Insurance Companies ◽  
Supply Side ◽  
Insurance Company ◽  
Marine Insurance ◽  
Structured Interviews ◽  
Content Type ◽  
General Data Protection Regulation ◽  
Cyber Insurance ◽  
General Data

Purpose This paper aims to describe the cyber-insurance market in Norway but offers conclusions that are interesting to a wider audience. Design/methodology/approach The study is based on semi-structured interviews with supply-side actors: six general insurance companies, one marine insurance company and two insurance intermediaries. Findings The Norwegian cyber-insurance market supply-side has grown significantly in the past two years. The General Data Protection Regulation (GDPR) is found to have had a modest effect on the market so far but has been used by the supply-side as an icebreaker to discuss cyber-insurance with customers. The NIS Directive has had little or no impact on the Norwegian cyber-insurance market until now. Informants also indicate that Norway is still the least mature of the four Nordic markets. Practical implications Some policy lessons for different stakeholders are identified. Originality/value Empirical investigation of cyber-insurance is still rare, and the paper offers original insights on market composition and actor motivations, ambiguity of coverage, the NIS Directive and GDPR.

Short-distance corporate relocation: the employee experience

Facilities ◽  
2015 ◽  
Vol 33 (1/2) ◽  
pp. 38-60 ◽  
Author(s):  
Peggie Rothe ◽  
Anna-Liisa Sarasoja ◽  
Christopher Heywood
Keyword(s):  
Short Distance ◽  
Structured Interviews ◽  
Workplace Change ◽  
Content Type ◽  
New Ways Of Working ◽  
Body Of Knowledge ◽  
Multiple Case ◽  
Qualitative Nature ◽  
Employee Experience

Purpose – This paper aims to examine short-distance firm relocations, the most frequent form of relocation, to better understand how employees as individuals experience those relocations. Design/methodology/approach – This study was a multiple-case study with five organisations that had relocated within the same metropolitan area during the previous 18 months. To understand why and how the relocation was carried out, 15 semi-structured interviews were conducted with company representatives who were actively involved in making decisions and executing the relocation of their organisation. Subsequently, to study the employees’ experience and perception of the process, 17 employees who did not have an assigned role in the process were also interviewed. Findings – The findings show that even within the same organization, people experience relocation differently; therefore, the employees should not be treated as one object of change but as several individuals who experience change. Further, it was identified that relocation included both location and workplace change aspects. Research limitations/implications – The study is of qualitative nature and, therefore, the findings should not be generalized to individuals outside of the context of study. Instead, the value lies in the description and the themes developed in the specific context. The findings show that emphasis needs to be put on how the relocation process is managed, and that relocation change management efforts should include both location and workplace changes. Originality/value – This study provides new insight on how individual employees experience the relocation process and augments the previous body of knowledge on employee experiences and satisfaction with various elements in the work environment and/or with new ways of working, and the previous studies on relocation that focus on comparing employees’ experiences of the old office with the new one.

scholarly journals The politics behind design projects: when space, organization, and technology collide

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Grégory Jemine ◽  
François Pichault ◽  
Christophe Dubois
Keyword(s):  
Design Process ◽  
Participant Observation ◽  
Work Organization ◽  
Organization Design ◽  
The Political ◽  
Structured Interviews ◽  
Content Type ◽  
New Ways Of Working ◽  
Political Complexity ◽  
Space Organization

PurposeWhile more and more organizations commit to transformation projects with the aim of redesigning simultaneously their workspaces, work organization, and technologies, the design process supporting such projects remains largely understudied. This paper examines the political tensions that occur when such processes unfold as well as their implications for project management. By doing so, the paper counterbalances the prescriptive and normative literature on “New Ways of Working” which largely overlooks the political complexity of such projects.Design/methodology/approachThe paper is based on a qualitative study of a triple design process in a media company. Data collection mainly consists of a nine-month process of non-participant observation of weekly meetings held by the strategic group in charge of the project. Semi-structured interviews with members of the executive committee have also been conducted.FindingsThe analysis illustrates how space, organization and technology are gradually designed and structured. Four interconnected and often concealed mechanisms that support triple design processes are identified: political tensions, unexpected twists, conflicting temporalities and arbitration measures.Originality/valueThe originality of the paper lies in breaking down the concept of design in three separate objects – organization, space and technology – and examining how these objects were conjointly problematized by an organization in transformation, whereas existing studies often investigate organization design, space design or technology design in isolation.

Subsidiary survival: a case study from the Portuguese electronics industry

2019 ◽  
Vol 29 (3) ◽  
pp. 226-252 ◽  
Author(s):  
Pedro Silva ◽  
António Carrizo Moreira
Keyword(s):  
Multinational Corporations ◽  
Labor Cost ◽  
Electronics Industry ◽  
Structured Interviews ◽  
Public Authorities ◽  
Content Type ◽  
Integrative Framework ◽  
Subsidiary Survival ◽  
High Level

Purpose The existing literature suggests that multinational corporations (MNCs) divest subsidiary units whenever they cease to enjoy the advantages of ownership, location or internalization. However, not all MNCs divest under these conditions. This paper aims to explore the factors that contributed to the survival of a particular subsidiary and prevented it from being divested. Design/methodology/approach The analysis focuses on an individual subsidiary of a large foreign MNC in the electronics industry, which divested other subsidiaries from Portugal. Data were collected using semi-structured interviews. Findings The subsidiary’s diverse customer base, specificity and high level of efficiency, the local advantages, the existing governmental agreements and the parent MNC’s previous unsuccessful relocation experiences seem to have contributed to the survival of the subsidiary. Research limitations/implications Although the results of the case study are not generalizable to the entire population of firms, the featured case study is a rare survival success story in the Portuguese electronics industry. Practical implications The proposed framework may offer public authorities measures to create conditions to encourage firms to retain their investment in a particular site. For corporate strategists, new perspectives on subsidiary survival are provided. Originality/value This paper is one of the few qualitative studies in the field of subsidiary survival. The results offer an integrative framework on which factors contribute to the survival of a subsidiary located on a comparatively unfavorable labor cost location and support the role of the organizational learning and of previous failed relocation experiences and relocation barriers when a parent MNC decides whether to retain a unit.

scholarly journals Remote working and employee engagement: a qualitative study of British workers during the pandemic

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Toyin Ajibade Adisa ◽  
Chidiebere Ogbonnaya ◽  
Olatunji David Adekoya
Keyword(s):  
Employee Engagement ◽  
Stress Factors ◽  
Conservation Of Resources ◽  
Structured Interviews ◽  
Philosophical Approach ◽  
Content Type ◽  
New Ways Of Working ◽  
Working From Home ◽  
Work Intensification ◽  
Sudden Transition

PurposeThrough the lens of Conservation of Resources (COR) theory, this study explores how remote working inhibits employee engagement. The authors offer a fresh perspective on the most salient work- and nonwork-related risk factors that make remote working particularly challenging in the context of Covid-19.Design/methodology/approachThe authors use data from semi-structured interviews with 32 employees working from home during the Covid-19 lockdown. Based on the interpretivist philosophical approach, the authors offer new insights into how employees can optimize work- and nonwork-related experiences when working remotely.FindingsThe authors show that the sudden transition from in-person to online modes of working during the pandemic brought about work intensification, online presenteeism, employment insecurity and poor adaptation to new ways of working from home. These stress factors are capable of depleting vital social and personal resources, thereby impacting negatively on employee engagement levels.Practical implicationsEmployers, leaders and human resource teams should be more thoughtful about the risks and challenges employees face when working from home. They must ensure employees are properly equipped with the relevant resources and support to perform their jobs more effectively.Originality/valueWhile previous research has focused on the benefits of remote working, the current study explores how it might be detrimental for employee engagement during a pandemic. The study provides new evidence on the most salient risks and challenges faced by remote workers, and how the unique Covid-19 context has made them more pronounced.

Does integrated health and care in the community deliver its vision? A workforce perspective

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Linda Marie Wain
Keyword(s):  
Sampling Technique ◽  
Structured Interviews ◽  
Step Method ◽  
Allied Health Professionals ◽  
Content Type ◽  
Structure Information ◽  
New Ways Of Working ◽  
Integrated Health ◽  
Professional Aspirations ◽  
Workforce Engagement

PurposeThe purpose of this paper is to explore and capture workforce perceptions, experiences and insights of the phenomena of integrated care (IC) in a community health and care NHS trust in England; including whether there are any associated factors that are enablers, barriers, benefits or challenges; and the level of workforce engagement in the process of integrated health and care.Design/methodology/approachA qualitative design based on an interpretivist research paradigm was used with a purposive sampling technique. Five in-depth semi-structured interviews were conducted with community nursing, social workers and allied health professionals. Colaizzi's (1978) descriptive phenomenological seven-step method was applied to analyse data, with the emergence of 170 significant statements, 170 formulated meanings and 8 thematic clustering of themes to reveal 4 emergent themes and 1 fundamental structure capturing the essential aspects of the structure of the phenomenon IC.FindingsThis study revealed four interdependent emergent themes: (1) Insight of IC and collaboration: affording the opportunity for collaboration, shared goals, vision, dovetailing knowledge, skills and expertise. Professional aspirations of person-centred and strength-based care to improve outcomes. (2) Awareness of culture and professionalism: embracing inter-professional working whilst appreciating the fear of losing professional identity and values. Working relationships based on trust, respect and understanding of professional roles to improve outcomes. (3) Impact of workforce engagement: participants felt strongly about their differing engagement experience in terms of restructuring and redesigning services. (4) Impact of organisational structure: information technology (IT) highlighted a barrier to IC as differing IT platforms prevent interoperability with one system to one patient. Shared positivity of IC, embracing new ways of working.Originality/valueThis study proposes considerations for future practice, policy and research from a local, national and global platform, highlighting the need for any IC strategy or policy to incorporate the uniqueness of the “voice of the workforce” as a key enabler to integration developments, only then can IC be a fully collaborative approach.

scholarly journals Adapting to COVID-19 on construction sites: what are the lessons for long-term improvements in safety and worker effectiveness?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Wendy Jones ◽  
Alistair G.F. Gibb ◽  
Vivien Chow
Keyword(s):  
Construction Projects ◽  
Occupational Safety ◽  
Structured Interviews ◽  
Construction Sites ◽  
Senior Managers ◽  
Content Type ◽  
New Ways Of Working ◽  
Safety And Health ◽  
Perceived Impacts

Purpose Substantial changes were made on many UK construction projects in response to the COVID-19 pandemic. The purpose of this paper is to explore the unanticipated positive consequences of these and the scope for longer-term learning and developments within the sector. Design/methodology/approach A qualitative approach was used, semi-structured interviews were conducted across six major project sites. Interviewees (n = 33) included site and senior managers, supply chain representatives and occupational safety and health (OSH) professionals. The interviews explored their experiences of working on site during the pandemic, the changes made to work practices and their perceived impacts of these changes. Findings Improved planning and work sequencing were part of the revised process to make sites COVID-secure. This increased worker effectiveness and housekeeping/tidiness. The view on some sites was that this would improve OSH performance. The changes were perceived to be beneficial but may not be accepted by clients in the long term, as they could result in projects taking longer to complete. The ways in which COVID-19 risk has been communicated and perceived also provides longer-term lessons for the sector’s OSH management and training. Originality/value Construction has adapted rapidly and effectively to new ways of working during the pandemic. This research captured in real time some of the changes made and presents an argument for embedding and adopting the changes to improve working arrangements and OSH within the construction sector.

scholarly journals Transformational change by a post-conventional leader

2019 ◽  
Vol 40 (4) ◽  
pp. 457-471 ◽  
Author(s):  
Eva Norrman Brandt ◽  
Sofia Kjellström ◽  
Ann-Christine Andersson
Keyword(s):  
Change Process ◽  
Design Methodology ◽  
Organizational Transformation ◽  
Transformational Change ◽  
Change Processes ◽  
Structured Interviews ◽  
Content Type ◽  
Roles And Responsibilities ◽  
Holistic Understanding ◽  
Practical Implications

Purpose The purpose of this paper is to examine people’s experience of a change process and if and how post-conventional leadership principles are expressed in the change process. Design/methodology/approach The study used a retrospective exploratory qualitative design. In total, 19 semi-structured interviews and 4 workshops were conducted and analyzed in accordance with a thematic qualitative analysis. Findings The post-conventional leadership appears to have facilitated an organizational transformation where explorative work methods aimed at innovation and improvement as well as holistic understanding was used. Dispersed power and mandate to employees, within set frames and with clear goals, created new ways of organizing and working. The leader showed personal consideration, acknowledged the importance of the emotionally demanding aspects of change and admitted the leader’s own vulnerability. Balance between challenge and support created courage to take on new roles and responsibilities. Most employees thrived and grew with the possibilities given, but some felt lack of support and clear directions. Practical implications Inspiration from this case on work methods and involvement of employees can be used on other change efforts. Social implications This study provides knowledge on leadership capabilities needed for facilitation of transformational change. Originality/value Few transformational change processes by post-conventional leaders are thoroughly described, and this study provides in-depth descriptions of post-conventional leadership in transformational change.

The Universal Transformational Management Framework (UTMF)

2019 ◽  
Vol 8 (1) ◽  
pp. 122-146
Author(s):  
Gerard Masdeu Yélamos ◽  
Catherine Carty ◽  
Úna Moynihan ◽  
Breda ODwyer
Keyword(s):  
Social Transformation ◽  
Organizational Transformation ◽  
Matrix Analysis ◽  
Transformative Change ◽  
Sport Organizations ◽  
Structured Interviews ◽  
Management Planning ◽  
Content Type ◽  
Management Framework ◽  
Transformational Management

Purpose The purpose of this paper is to present the development and validation of the Universal Transformational Management Framework (UTMF), an entrepreneurial tool that guides the development of inclusion-driven strategic management, planning and practice in sport organizations. Design/methodology/approach A range of qualitative data collection techniques was undertaken in this action research: seven cross-sectoral semi-structured interviews; one focus group with sports professionals; a qualitative survey and research group consultations. A matrix analysis, a thematic analysis and secondary research were undertaken to analyze data. Findings The UTMF is a staged framework that embeds principles of behavioral, organizational and transformative change theory, guiding strategic development toward inclusion from a contemplation phase toward an action and maintenance stage. The UTMF is composed of 14 fundamental components identified as key areas that sport entrepreneurs should recognize and address for planning and delivering sport services that leave no one behind. Practical implications Policy makers, management and sport professionals have at their disposal an inclusion-driven framework that challenges their systems and establish mechanisms to leave no one behind. Social implications Organizational transformation can ultimately produce a contagion effect advancing equality and inclusion in society. The UTMF offers a structure for sport entrepreneurs aiming to facilitate and activate social transformation in and through sport. Originality/value The UTMF is a wide-ranging framework to facilitate an orchestrated transformation of sport organizations in order to provide universal services that include marginalized groups and address global challenges identified in intersectional agendas like the SDGs.

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