Winning Together

Organizational cultural dilemmas have shown a lack of psychological safety and sense of belonging, which may be positively impacted by the application of combined servant leader (SL) and inclusive leader (IL) behaviors. SL focuses on serving others' needs first, embracing the individual's strength, and stirring towards inclusiveness. Controversy exists in the literature regarding SL's ability to promote inclusiveness in the workplace. This chapter explores factors that link SL and IL from the angles of others-focused orientation and of psychological safety, empowering uniqueness and sense of belonging in followers. A framework of inclusive servant leader (ISL) is explored. This study is significant. As younger generations enter the workforce demanding more equitable leadership treatment, servant and inclusive behaviors have come to the forefront of organizational attention; nevertheless, its application is still in its infancy. A multiple case study research was conducted.

The dynamic threshold model of bandwagon innovations: Role of organizational attention and legitimacy

Innovations are not always adopted due to their expected economic impact but often due to bandwagon pressure. Fueled by economic uncertainty, these “bandwagon innovations” are adopted once the bandwagon pressure reaches a certain threshold. Existing literature, however, has not examined this threshold’s sources nor considered the effect of a bandwagon adoption decision on threshold. Therefore, building on current knowledge about the bandwagon effect, organizational attention, and legitimacy, this paper develops a theoretical model to help understand the factors affecting threshold and making organizations more or less likely to adopt bandwagon innovations. The novel dynamic threshold model proposed here explains how attention to social or economic factors can affect an organization’s threshold. The model shows that the threshold may change such that an organization may be more likely to adopt a bandwagon innovation after prior resistance or resist one after prior adoption. Implications for organizational decision-makers and future research avenues are also discussed.

The Storytelling External Stakeholder: How Non-Profit Organizations in Supportive Housing Can Help Ensure That Externals Stakeholder Stories End in Connection

This paper examines the need for organizations to listen to and learn from the stories of their external stakeholders, especially in the context of supportive housing. To this end, this study builds on research conducted by the Dream Team in 2014, which was compiled to create a bill of rights for supportive housing tenants in the Greater Toronto Area. The literature describes many benefits of storytelling for organizations, but often overlooks the stories of external stakeholders in favour of leadership stories. And yet it is widely understood that it is impossible for one story or storyteller to completely capture the essence of any one organization. Ignoring the stories of external stakeholders creates an atmosphere of disconnection and is tantamount to turning a blind eye to unmet market needs. This paper proposes a framework in which a three-pronged linkage between “stakeholder engagement”, “intersectionality” (Crenshaw, 1991), and “organizational attention” (Gómez, 2015) informs an organization’s understanding of external stakeholders’ “exit” and “voice” behaviours (Hirschman, 1970)—and ultimately helps to ensure that the stories of external stakeholders end in connection. The findings of this study reveal that the subjunctive mood may typically be used to tell stories of disconnection, but more research is needed to determine this. Also, the data suggest that the biggest barrier to communication between tenants and supportive housing organizations may be the myth that people with mental illness and/or substance use issues are incompetent children who must be taken care of.

Stage-Gate Escalation

In this article, we review resource allocation at former handset maker Sony Ericsson. Three observations reveal how innovation projects can escalate through a stage-gate process that is meant to minimize initial commitment. First, uncertainty makes business cases hard to disconfirm in the early stages of project development. Second, as information that can be used to disconfirm business cases becomes more readily attainable in later stages of development, an increasing focus on project completion discourages the updating of business cases. Third, if business cases are revised negatively, the heightened organizational attention appears to make discontinuations less likely. We contextualize these three findings, replicate them with data from a second company, and discuss their potential implications for organizing innovation under uncertainty.

ACOFP Member Survey on Physician Wellness and Preventative Measures for Protection

The current medical landscape highlights that physicians are experiencing an unprecedented epidemic of burnout. National studies show that at least 50% of physicians practicing in the United States are experiencing this harmful, detrimental disorder. This not only leads to personal consequences but potentially adverse patient events. As studies suggest, family medicine physicians are at the highest risk. To evaluate the impact of this effect on its current members and to establish strategies to promote wellness, the American College of Osteopathic Family Physicians (ACOFP) appointed a Task Force on Physician Wellness. Data was collected by a voluntary internal survey between March 21 and April 7, 2019, distributed to all ACOFP members. A total of 133 members completed the survey. Nearly half (47%) of respondents admitted to experiencing burnout symptoms. The factors that influenced burnout the most were the burden of non-clinical/administrative work and the inefficient/burdensome electronic medical record. The most protective elements to combat burnout are having a supportive spouse/partner/family member and recognizing the meaning of their daily work. A transition must occur to focus on health instead of the disease of our physicians. Individual and organizational attention must be placed on the physical, mental and social well-being of physicians. In the creation of this task force, ACOFP has begun to create educational references, provide live CME and generate conversational networks for physician support.

The Effects of Leaders' Behavior on Job Satisfaction, Organizational Citizenship Behavior, Deviant Behavior, and Job Performance of Employees

The chapter investigates the impact of leaders' behavior on the employees' job satisfaction and how job satisfaction mediates three work behaviors: organization citizenship behavior, employees' deviant behavior, and job performance. A sum of 304 employees from higher learning institutes answered an adopted questionnaire. This chapter reflects a clear picture with respect to leaders' behavior the advanced era. Employees' deviance behavior emerged as organizational attention. This chapter is an attempt to identify the effects of superior' behavior on employees' job satisfaction. Further, the behavioral outcomes of job satisfaction in the form of job performance, organizational citizenship behavior, and workplace deviant behavior.

Nurses' Quality of Work Life

The nurse is a professional who has the ability, responsibility, and authority incarrying out nursing services/care at various levels of nursing services whose lives are fully influenced by the quality of work life (QWL) as a consequence of a dynamic change in the work environment. Therefore in order to increase the capacity of nurses in meeting the quality of health services, it is necessary to research the Quality of Work Life. The purpose of the literature study was to identify the nurses’ quality of work life in supporting the improvement of the quality of health services. The database used in the making of this literature review is Pubmed, Science Diret, and Google Scholar published in 2012-2018. There are 6 articles that meet the criteria with the results showing that the fulfillment of QWL nurses can affect organizational commitment, job satisfaction, and turnover. Fulfillment of nurses’ QWL is important to do, where if the nurses’ QWL is fulfilled, it provides many benefits to the nurse and has a direct impact on the health services provided so that organizational attention is needed because QWL is seen as capable of increasing the participation of workers in the organization. The increase in QWL in the hospital can improve the professionalism of nurses and influence the effectiveness and organization productivity.

Envisioning a design approach towards increasing well-being at work

Organizational attention to increasing employee well-being (EWB) is a relatively recent phenomenon, which can be linked to the penetration of information technology, its connection to organizational performance, and millennials facing a lack of optimism about the future. Recent research in the field of management has indicated that design principles like human centeredness and holistic thinking should be applied to create better employee experiences. However, how the positive impact of design on EWB can be achieved, is underspecified in literature. In this conceptual paper, we explore complementarities and potential synergies of design principles and practices with the conditions for EWB, leading to a principle-practice-ingredient (PPI) portfolio. This portfolio can help designers of employee experiences succeed in increasing EWB through the process they apply. For instance when applying envisioning and inspiring activities that address virtue and personal significance to develop workplace tools (such as an app for teamwork around a specific task).

MOVEMENT OF MATERIALS IN THE PORT OF MANAUS MODERN IN BRAZILIAN AMAZON

The movement of materials has become one of the centers of organizational attention to obtain competitive advantages, which is also perceived in organizations dealing with cargo transportation in the interior of the Brazilian Amazon. This study aims to describe the handling of materials made in the port of modern Manaus. Through a qualitative and quantitative study, the primary data were collected through observation and interviews, having as their subject the intentionally chosen vessel owners and commanders; Quantitative data were analyzed with T test and qualitative data with content analysis in triangular format. The results showed that there is an imbalance between the cargo and passenger transportation capacities in the surveyed vessels and that the material handling is done in an amateur way. The conclusion shows that, unless knowledge about the exploration of this business is deepened, the waterway modal will remain with the traditional characteristics that have persisted in the Amazon for decades.

WORKPLACE WELL-BEING BERKONTRIBUSI DALAM MENINGKATKAN ENGAGEMENT KARYAWAN (STUDI LITERATUR)

Human resources are the most important factor in achieving organizational goals. However, sometimes some kinds of problems ranging from work pressure, low-paying salary, conflicts with colleagues, lack of organizational attention and appreciation, also bullying are often faced by these human resources, especially employees. Such problems can trigger stress on these employees. Therefore, the existing employees need to be perceived significant, not only from physiological aspects but also their psychological aspects. Individuals who are physiologically and psychologically secure will have better skills in determining attitudes, behavior and making decisions. Well-being is more than just happiness and pleasure. Well-being or a feeling of comfort in the workplace (workplace well-being) includes health which covers physiological and psychological symptoms related to the medical context. Prosperous employees will influence their personal growth, life goals, dynamic relationships establishment with the surrounding environment and the ability to make positive social contributions. Employees who have high prosperity level at work will become more cooperative, punctual, efficient, have low chance of slacking off and can work longer hours at the company. Employees will be more enthusiastic in working, displaying high dedication and being able to concentrate fully in carrying out their duties and responsibilities. The well-being felt by employees will create positive emotional situations for their work, and become more meaningful. In the end, employees will become more emotionally attached to their workplaces.