Understanding Organizational Development With a Continuum of Care Model

2021 ◽  
pp. 209-218
Author(s):  
Jaimie Jo Wai Chan ◽  
Maria Chu ◽  
Kwong Yuen Liu
Keyword(s):  
Life Cycle ◽  
Organizational Development ◽  
Continuum Of Care ◽  
Care Organization ◽  
Organizational Life ◽  
Care Model ◽  
Organizational Life Cycle ◽  
Non Profit ◽  
Non Profit Organizations

Most non-profit organizations move through a life cycle consisting distinct stages that define the change of organizational activities and processes. Although these stages are well defined in the literature, the manner in which non-profit organizations transition through the life cycle vary greatly. This article will present a case study of the Yee Hong Centre for Geriatric Care, a non-profit senior care organization from Toronto, Canada, to illustrate its development throughout the non-profit organizational life cycle. The Yee Hong Centre's adoption of a continuum of care model will be of particular focus as one of the primary drivers of the organization's development. This article will also discuss the challenges that the Yee Hong Centre continues to face in maintaining its current level of success and provide a conceptual examination of how the continuum of care model can be applied to contribute to the organization's sustainability.

scholarly journals SITUATIONAL LEADERSHIP AND THE ORGANIZATIONAL LIFE CYCLE: CASE STUDY IN A PATRONAL UNION

2019 ◽  
Vol 12 (3) ◽  
Author(s):  
Matias Trevisol ◽  
Fernando Fantoni Bencke ◽  
Luccas Santin Padilha ◽  
Darlan Jose Roman
Keyword(s):  
Life Cycle ◽  
Participant Observation ◽  
Situational Leadership ◽  
Third Sector ◽  
Organizational Life ◽  
Organizational Life Cycle ◽  
Theoretical Contribution ◽  
Company Union

Studies involving the topics of organizational life cycle and situational leadership institutions in the third sector, as a union, was little explored in the literature. Moreover, recent changes in the Brazilian legislation brought new challenges to these organizations. This study seeks to fill these gaps, to analyze the role of leadership and organizational life cycle in a company union, linking theories against the employers' association. The metaphor of the organizations life cycle allows the analysis of organizations at different stages and, consequently, the role of leadership in the development of courses. The research was qualitative, used methods of case study and oral history, and descriptive and exploratory. Data collection used documental analysis, non-participant observation and in-depth interviews with seven leaders who experienced the historical trajectory of the institution. Among the main contributions of this study, it stands out as a theoretical contribution, the association of situational leadership theories and the organizational life cycle in a union representation institution, still little explored in the literature. Among the practical contributions highlight the situational leadership as alternative for sustainability for organizational cyclic life of a union, which now depend on its resources and internal management capabilities for their survival.

The need for requisite variety to support growth: an organizational life cycle perspective

2018 ◽  
Vol 11 (2) ◽  
pp. 241-256
Author(s):  
Rocco Palumbo ◽  
Rosalba Manna
Keyword(s):  
Life Cycle ◽  
Participant Observation ◽  
Organizational Life ◽  
Multiple Sources ◽  
Environmental Complexity ◽  
Organizational Life Cycle ◽  
Content Type ◽  
Study Approach ◽  
Requisite Variety

PurposeDrawing on the “Giffoni Experience” case study, the purpose of this paper is to establish a conceptual link between requisite variety and organizational life cycle. The law of requisite variety states that – to be viable – a system should be able to achieve the minimum number of states which are required to deal with environmental uncertainty.Design/methodology/approachA descriptive case study approach was taken, which allowed a holistic analysis of the subject being investigated. Multiple sources and different techniques were used to collect relevant data, including: document analysis, unstructured interviews with key informants, and participant observation.FindingsThe development of requisite variety is intended to fill the gap between organizational adaptability and increased environmental complexity. The process of requisite variety generation is influenced by the organizational life cycle stages, turning out to be reactive in the early phases of life and proactive in the maturity ones. Ultimately, the development of requisite variety makes the organization able to establish a co-evolving relationship with the environment, which paves the way for greater organizational adaptability and effectiveness.Research limitations/implicationsThe research findings are not generalizable; besides, the exploratory nature of this study did not allow to point out a consistent relationship between requisite variety and the organizational life cycle.Originality/valueTo the authors’ knowledge, this is one of the first attempts to examine requisite variety adopting the conceptual lenses of organizational life cycle. Empirical research works dealing with requisite variety are uncommon and generally overlooked by management scholars and practitioners.

scholarly journals The Organizational Life Cycle: Review and Future Agenda

2018 ◽  
Vol 22 (3) ◽  
pp. 01 ◽  
Author(s):  
Michal Jirásek ◽  
Jan Bílek
Keyword(s):  
Life Cycle ◽  
Organizational Behavior ◽  
Organizational Development ◽  
Theoretical Models ◽  
Organizational Level ◽  
Future Research ◽  
Organizational Life ◽  
Organizational Life Cycle ◽  
Life Cycle Theory ◽  
Life Cycle Models

<p><strong>Purpose:</strong> The review summarizes major research that contributed to the organizational life cycle theory, discusses major issues and contradictions of the theory and offers additional assumptions about the organizational life cycle. Based on that, it attempts to offer a future research agenda for the theory.</p><p><strong>Methodology/Approach:</strong> The paper uses narrative review; the list of included life cycle models stems from previous summaries of the theory and subsequent snowball search through reference lists of individual reviewed papers.</p><p><strong>Findings:</strong> The theory is rich with various life cycle models that nevertheless converge on some major characteristics. Organizational life cycle can be described with classical five stages: (i) founding, (ii) growth, (iii) maturity, (iv) decline, and (v) revival. However, the stages do not necessarily follow in such an order, and therefore the research establishes likely paths in their development. Also, it appears that growth rate (relative to a market) and change in formalism are major factors distinguishing in the theory individual stages.</p><p><strong>Research Limitation/implication:</strong> Organizational life cycle theory is often neglected based on simplifying presumptions like determinism of organizational development. On the other hand, there is a growing evidence that factors stemming from particular life cycle stages alter organizational behavior and therefore should be considered in behavioral research on an organizational level.</p><p><strong>Originality/Value of paper:</strong> The paper represents up to date review of major theoretical models from the perspective of the current state of the field. Since the theory flourished in 70’s and 80’s it is inevitably limited in some aspects. The new review may spark renewed interest in implications stemming from the theory and enrich analytical tools of management scholars.</p>

Signaling Quality Across Different Stages of the Organizational Life Cycle

2014 ◽  
pp. 171-171
Author(s):  
Stefan Hattula ◽  
Maik Hammerschmidt ◽  
Hauke Wetzel ◽  
Hans H. Bauer
Keyword(s):  
Life Cycle ◽  
Organizational Life ◽  
Organizational Life Cycle ◽  
Signaling Quality

scholarly journals Organization Life Cycle and the Inversive Relationship

2017 ◽  
Vol 6 (2) ◽  
pp. 53-59
Author(s):  
Севостьянов ◽  
D. Sevostyanov
Keyword(s):  
Life Cycle ◽  
Life Cycle Analysis ◽  
Comparative Assessment ◽  
Organizational Life ◽  
Organizational Life Cycle ◽  
Internal Contradiction ◽  
Organization Life Cycle ◽  
Organizational Principles

This article analyzes the manifestation of the inversive relationship in the life cycle of the organization. Inversion is an internal contradiction in the hierarchy between the position of the hierarchical element, and its role. The reason for inversions is the discrepancy between the orientation of the organizational principles of hierarchy. The development of inversive relations leads the organization toward completion of its life cycle. Analysis of the inversive relationship in the hierarchy allows the comparative assessment of different models of the organizational life cycle.

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