Courageous leadership: Anita Krohn Traaseth, former CEO of Innovation Norway

2020 ◽  
Vol 19 (2) ◽  
pp. 51-54
Author(s):  
Vlatka Hlupic
Keyword(s):  
Cultural Change ◽  
Emergent Leadership ◽  
Leadership Model ◽  
Content Type ◽  
Work Sharing ◽  
Effective Leaders ◽  
Business Goals ◽  
Leadership Strategy ◽  
Set Up ◽  
Difficult Times

Purpose This paper aims to examine the leadership strategy of the publicly owned organisation, Innovation Norway, between 2014 and 2019, when it was under the leadership of former CEO Anita Krohn Traaseth. Design/methodology/approach The author, Vlatka Hlupic, Professor of Leadership and Organisational Transformation at Hult Ashridge Executive Education and CEO of The Management Shift Consulting Ltd, looked at Anita’s examples of courageous leadership while in office. Anita drew upon the different “levels” of individual mindset and corresponding organisational culture in the Emergent Leadership Model, in Vlatka’s book: The Management Shift. Findings Vlatka’s leadership strategy allowed Anita to oversee a cultural change in Innovation Norway from a traditional bureaucratic set-up to one based on entrepreneurship. Through trust and transparency, Anita was open with her staff and the Norwegian society at large about the transitional work, sharing not only good results but also difficult times and resistance, publishing her personal working contract as well as the organisation’s goals. Anita found Vlatka’s Emergent Leadership model an effective and honest way of guiding an existing culture into another culture. Originality/value Readers should come away with an understanding of how courageous leadership requires an acceptance that those in power cannot control everything. Delivering a process, a new way of thinking and working, can be an extremely challenging and risky transition, but effective leaders will believe in that process and follow it through, even if criticism and dissatisfaction occurs, in the knowledge that by being open and honest with their team throughout, they will reach business goals, unified and empowered.

scholarly journals Challenges and drivers for data mining in the AEC sector

2018 ◽  
Vol 25 (11) ◽  
pp. 1436-1453 ◽  
Author(s):  
Vian Ahmed ◽  
Zeeshan Aziz ◽  
Algan Tezel ◽  
Zainab Riaz
Keyword(s):  
Data Mining ◽  
Cultural Change ◽  
Forensic Analysis ◽  
Main Process ◽  
Content Type ◽  
Business Context ◽  
Business Goals ◽  
It Systems ◽  
Using Data ◽  
Digital Components

Purpose The purpose of this paper is to explore the current challenges and drivers for data mining in the AEC sector. Design/methodology/approach Following a comprehensive literature review, the data mining concept was investigated through a workshop with industry experts and academics. Findings The results showed that the key drivers for using data mining within the AEC sector is associated with the sustainability, process improvement, market intelligence, cost certainty and cost reduction, performance certainty and decision support systems agendas in the sector. As for the processes with the greatest potential for data mining application, design, construction, procurement, forensic analysis, sustainability and energy consumption and reuse of digital components were perceived as the main process areas. While the key challenges were perceived as being, data issues due to the fragmented nature of the construction process, the need for a cultural change, IT systems used in silos, skills requirements and having clearly defined business goals. Originality/value With the increasing abundance of data, business intelligence and analytics and its related concepts, data mining and Big Data have captured the attention of practitioners and academics for the last 20 years. On the other hand, and despite the growing amount of data in its business context, the AEC sector still lags behind in utilising those concepts in its end products and daily operations with limited research conducted to explore those issues at the sector level. This paper investigates the main opportunities and barriers for data mining in the AEC sector with a practical focus.

The effects of goals attainment on CEO-owner satisfaction and the role of family involvement

2019 ◽  
Vol 10 (2) ◽  
pp. 116-127
Author(s):  
Ondřej Machek ◽  
Jiří Hnilica
Keyword(s):  
Family Involvement ◽  
Family Business ◽  
Firm Value ◽  
Family Firms ◽  
Hierarchical Regression ◽  
Content Type ◽  
Business Goals ◽  
Growth Increase ◽  
The Family ◽  
Owner Satisfaction

Purpose The purpose of this paper is to examine how the satisfaction with economic and non-economic goals achievement is related to the overall satisfaction with the business of the CEO-owner, and whether family involvement moderates this relationship. Design/methodology/approach Based on a survey among 323 CEO-owners of family and non-family businesses operating in the Czech Republic, the authors employ the OLS hierarchical regression analysis and test the moderating effects of family involvement on the relationship between the satisfaction with different goals attainment and the overall satisfaction with the business. Findings The main finding is that family and non-family CEO-owner’s satisfaction does not differ significantly when economic goals (profit maximisation, sales growth, increase in market share or firm value) and firm-oriented non-economic goals (satisfaction of employees, corporate reputation) are being achieved; both classes of goals increase the overall satisfaction with the firm and the family involvement does not strengthen this relationship. However, when it comes to external non-economic goals related to the society or environment, there is a significant and positive moderating effect of family involvement. Originality/value The study contributes to the family business literature. First, to date, most of the studies focused on family business goals have been qualitative, thus not allowing for generalisation of findings. Second, there is a lack of evidence on the ways in which family firms integrate their financial and non-financial goals. Third, the authors contribute to the literature on the determinants of personal satisfaction with the business for CEOs, which has been the focus on a relatively scarce number of studies.

Contesting the dominant narrative: expanding the multistory cultural change approach

2020 ◽  
Vol 33 (2) ◽  
pp. 217-228
Author(s):  
Martijn van Ooijen ◽  
Antonie van Nistelrooij ◽  
Marcel Veenswijk
Keyword(s):  
Organizational Culture ◽  
Cultural Change ◽  
Change Process ◽  
Design Methodology ◽  
Construction Safety ◽  
Change Processes ◽  
Research Approach ◽  
Organizational Field ◽  
Content Type

PurposeThe purpose of this paper is to expand the theory on multistory cultural change by showing how a dominant narrative on construction safety dynamically interrelates and is contested on multiple intertextual levels in an organizational field of organizations contributing to the recovery of houses in an earthquake region.Design/methodology/approachAn ethnoventionist research approach was adopted in which interpretation of data to find narratives and designing interventions went hand-in-hand.FindingsWe found four distinctive composite narratives besides the dominant narrative to which five actors refer in their accounts, thereby contributing to three types of story patterns. These narratives disclose the taken-for-granted ideas and beliefs that characterize the challenge of changing organizational culture. One intervention, which intended multiple stories to touch the surface, was highlighted as a multistory intervention.Research limitations/implicationsFurther research could extend the knowledge on other change interventions that contribute to multistory cultural change processes.Originality/valueAdopting an ethnoventionist approach to provide deep insights on an unfolding cultural change process for both scholars and practitioners.

scholarly journals Sustaining organizational culture change in health systems

2016 ◽  
Vol 30 (1) ◽  
pp. 2-30 ◽  
Author(s):  
Cameron David Willis ◽  
Jessie Saul ◽  
Helen Bevan ◽  
Mary Ann Scheirer ◽  
Allan Best ◽  
...  
Keyword(s):  
Organizational Culture ◽  
Cultural Change ◽  
Grey Literature ◽  
Realist Review ◽  
Policy And Practice ◽  
Content Type ◽  
Organizational Culture Change ◽  
Contextual Elements ◽  
Values And Beliefs ◽  
Guiding Principles

Purpose – The questions addressed by this review are: first, what are the guiding principles underlying efforts to stimulate sustained cultural change; second, what are the mechanisms by which these principles operate; and, finally, what are the contextual factors that influence the likelihood of these principles being effective? The paper aims to discuss these issues. Design/methodology/approach – The authors conducted a literature review informed by rapid realist review methodology that examined how interventions interact with contexts and mechanisms to influence the sustainability of cultural change. Reference and expert panelists assisted in refining the research questions, systematically searching published and grey literature, and helping to identify interactions between interventions, mechanisms and contexts. Findings – Six guiding principles were identified: align vision and action; make incremental changes within a comprehensive transformation strategy; foster distributed leadership; promote staff engagement; create collaborative relationships; and continuously assess and learn from change. These principles interact with contextual elements such as local power distributions, pre-existing values and beliefs and readiness to engage. Mechanisms influencing how these principles sustain cultural change include activation of a shared sense of urgency and fostering flexible levels of engagement. Practical implications – The principles identified in this review, along with the contexts and mechanisms that influence their effectiveness, are useful domains for policy and practice leaders to explore when grappling with cultural change. These principles are sufficiently broad to allow local flexibilities in adoption and application. Originality/value – This is the first study to adopt a realist approach for understanding how changes in organizational culture may be sustained. Through doing so, this review highlights the broad principles by which organizational action may be organized within enabling contextual settings.

Reflecting on perceived deinstitutionalization of gender‐biased employment practices in accountancy

2012 ◽  
Vol 9 (4) ◽  
pp. 300-336 ◽  
Author(s):  
Rosalind H. Whiting
Keyword(s):  
Organizational Change ◽  
Cultural Change ◽  
Sample Selection ◽  
Age Groups ◽  
Young Female ◽  
Human Resource Managers ◽  
Employment Practices ◽  
Content Type ◽  
Novel Approach ◽  
Chartered Accountants

PurposeThe purpose of this paper is to explore the changes in gender‐biased employment practices that it is perceived have occurred in New Zealand accountancy workplaces over the last 30 years, using Oliver's model of deinstitutionalization.Design/methodology/approachSequential interviewing was carried out with 69 experienced chartered accountants and three human resource managers, and at a later date with nine young female accountants.FindingsEvidence is presented of perceived political, functional and social pressures cumulatively contributing to deinstitutionalization of overt gender‐biased employment practices, with social and legislative changes being the most influential. Deinstitutionalization appears incomplete as some more subtle gender‐biased practices still remain in New Zealand's accountancy workplaces, relating particularly to senior‐level positions.Research limitations/implicationsThis study adds to understanding of how professions evolve. The purposeful bias in the sample selection, the small size of two of the interviewee groups, and the diversity in the interviewees' workplaces are recognized limitations.Practical implicationsIdentification of further cultural change is required to deinstitutionalize the more subtle gender‐biased practices in accountancy organizations. This could help to avoid a serious deficiency of senior chartered accountants in practice in the future.Originality/valueThis paper represents one of a limited number of empirical applications of the deinstitutionalization model to organizational change and is the first to address the issue of gender‐biased practices in a profession. The use of sequential interviewing of different age groups, in order to identify and corroborate perceptions of organizational change is a novel approach.

Washington will engage more with South-east Asia

2021 ◽  
Keyword(s):  
United States ◽  
East Asia ◽  
The United States ◽  
South East Asia ◽  
National Unity ◽  
Content Type ◽  
Key Issues ◽  
Set Up

Significance She addressed two key issues during her trip: tensions in post-coup Myanmar and China’s growing regional footprint. Shortly after she left the region, the United States announced that it would donate unused COVID-19 vaccines abroad, including to South-east Asia. Impacts Washington will tighten its sanctions on the Myanmar military while supporting ASEAN’s five-point plan to ease the country’s crisis. The National Unity Government, a parallel administration to Myanmar’s junta set up by its opponents, will try to attract greater US backing. Manila and Washington may extend negotiations over renewing their Visiting Forces Agreement to prevent the pact expiring in August.

Using transfer learning for diabetic retinopathy stage classification

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Enas M.F. El Houby
Keyword(s):  
Diabetic Retinopathy ◽  
Transfer Learning ◽  
Grade Level ◽  
Design Methodology ◽  
Content Type ◽  
Stage Classification ◽  
Set Up ◽  
Retinal Fundus ◽  
Automated Methods

PurposeDiabetic retinopathy (DR) is one of the dangerous complications of diabetes. Its grade level must be tracked to manage its progress and to start the appropriate decision for treatment in time. Effective automated methods for the detection of DR and the classification of its severity stage are necessary to reduce the burden on ophthalmologists and diagnostic contradictions among manual readers.Design/methodology/approachIn this research, convolutional neural network (CNN) was used based on colored retinal fundus images for the detection of DR and classification of its stages. CNN can recognize sophisticated features on the retina and provides an automatic diagnosis. The pre-trained VGG-16 CNN model was applied using a transfer learning (TL) approach to utilize the already learned parameters in the detection.FindingsBy conducting different experiments set up with different severity groupings, the achieved results are promising. The best-achieved accuracies for 2-class, 3-class, 4-class and 5-class classifications are 86.5, 80.5, 63.5 and 73.7, respectively.Originality/valueIn this research, VGG-16 was used to detect and classify DR stages using the TL approach. Different combinations of classes were used in the classification of DR severity stages to illustrate the ability of the model to differentiate between the classes and verify the effect of these changes on the performance of the model.

Wounds Week 2: 1–5 February 2021

2021 ◽  
Vol 30 (3) ◽  
pp. 213-221
Keyword(s):  
Wound Care ◽  
Care Community ◽  
On Demand ◽  
Registration Process ◽  
Question And Answer ◽  
To Come ◽  
Set Up ◽  
The University ◽  
Difficult Times

On 1 February, Journal of Wound Care and the University of Huddersfield streamed the first of the live webinars on their Wounds Week channel ( www.woundsweek.com ). All sessions are now available to watch on-demand. With highly innovative topics, Wounds Week 2 gives a chance for the wound care community to come together in these difficult times and engage in key education, free of charge. The sessions had live question and answer sessions; participants asked questions of the experts, making them a key part of the event. The registration process takes just a minute. There's nothing to install or set up—simply register and fill out your details. Follow on twitter at #WoundsWeek

Research from China finds no significant difference in impact of public service motivation (PSM) in public and private sectors

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Employee Performance ◽  
Intention To Leave ◽  
Public And Private ◽  
Content Type ◽  
The Public ◽  
Significant Difference ◽  
Set Up ◽  
The Impact

Purpose The authors assumed PSM would be higher in the public sector, but they set up a trial to find out if this was the case. Design/methodology/approach To test their theories, the authors conducted two independent surveys. The first consisted of 220 usable responses from public sector employees in Changsha, China. The second survey involved 260 usable responses from private sector employees taking an MBA course at a university in the Changsha district. A questionnaire was used to assess attitudes. Findings The results found no significant difference between the impact of public sector motivation (PSM) on employee performance across the public and private sectors. The data showed that PSM had a significant impact on self-reported employee performance, but the relationship did not differ much between sectors. Meanwhile, it was in the private sector that PSM had the greatest impact on intention to leave. Originality/value The authors said the research project was one of the first to test if the concept of PSM operated in the same way across sectors. It also contributed, they said, to the ongoing debate about PSM in China.

Grafinscripties

Lampas ◽  
2021 ◽  
Vol 54 (1) ◽  
pp. 39-65
Author(s):  
Onno van Nijf
Keyword(s):  
Late Antiquity ◽  
Archaic Period ◽  
Social Strategies ◽  
Public And Private ◽  
Content Type ◽  
Frequent Type ◽  
The Social ◽  
Funerary Inscriptions ◽  
Set Up ◽  
Over Time

Abstract This article offers a brief introduction to the most frequent type of inscription: funerary inscriptions or epitaphs. The article offers a chronological overview from the Archaic period to late Antiquity, with an emphasis on Athens. It opens with a brief discussion of the archaeological and ritual contexts in which funerary inscriptions were set up, followed by a discussion of archaic epigrams and the social strategies that lay behind them. This is followed by a discussion of public and private graves that shows how epigraphic habits changed over time. The article continues with a discussion of funerary epigraphic habits outside Athens and closes with a few examples of Christian epitaphs.

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