Changes In Organizational Structure Research Articles

The Irish Football Player Pathway: Examining Stakeholder Coherence Throughout and Across the Player Development System.

Maximizing the efficiency of the player development system is a strategic priority for any professional football club or association. However, the successful development of a young footballer is largely dependent upon the roles and relationships of the different stakeholders invested in the developmental process. This study examined the level of horizontal (i.e., extent to which stakeholders across a pathway stage work with players in an agreed fashion to optimize their experience) and vertical (i.e., extent to which multiple stages of the pathway are coordinated and build chronologically from previous involvement toward long-term needs) stakeholder coherence throughout the Irish football player pathway following a restructuring of development policies and the implementation of a nationwide academy system between 2016 and 2020 under the Football Association of Ireland's (FAI) Player Development Plan. As a second aim, we explored each of the key stakeholders' alignment to academic talent development principles in order to provide practical recommendations for future player and coach development policies. Accordingly, a series of interviews were conducted with 31 key stakeholders currently engaged in the player pathway. These key stakeholders consisted of parents, coaches and members of the FAI as the National Governing Body for football in Ireland. Data were analyzed using Reflexive Thematic Analysis, with findings highlighting a lack of stakeholder coherence across the pathway, both vertically and horizontally. Stakeholders displayed inconsistency in their understanding of the purpose of the player pathway and its long-term strategic aims, as well as demonstrating poor and incohesive relationships with each of the different stakeholders. Moreover, talent development principles between the different stakeholders appeared well-understood overall, although the practical implementation of several of these principles in applied practice did not appear to exist. Results highlight the need for organizational intervention and structural change across the Irish player pathway to maximize long-term player development in the future. Practical implications for the FAI are discussed and recommendations are made to support optimal player development policies moving forward.

Управление развитием инновационного потенциала организации

This article explores the innovation potential of the staff at industrial enterprises. The relevance of the research is confirmed by the increasing interest of companies in innovation. This manifests itself both in the changing organizational structure of enterprises and a new approach to human resource management, for instance, the revision of the key performance indicators of employees. 
 One of the main goals of the research was determining the factors that influence the development of the innovation potential of staff and assessment of their impact. 
 The institutional approach formed the conceptual basis of the study. It allowed the authors to consider the management of innovation potential as a special mechanism for achieving sustainability, stable development of an enterprise, and its strategic success in general.
 The authors established that organizational and administrative factors have the greatest influence on the formation and development of the innovation potential of staff, while the constraining factors are the lack of an innovative strategy, authoritarian management style, and bureaucratization.
 Studying the techniques aimed at the development of staff’s innovation potential, the authors concluded that the most effective ones for industrial enterprises are consultations of subject matter specialists.
 A significant novelty of this work is the model of interaction of participants in the innovation process developed by the authors.
 The research findings enabled the authors to devise recommendations for the formation and development of the innovation potential of the company’s employees.

Emotional Intelligence Affecting a Change in Organizational Structure: A Conceptual Framework

One of the most important traits for someone to have in order to perform effectively in an organisation is emotional intelligence. It is the capacity to monitor and assess emotions. Employees with high emotional intelligence are more likely to be able to express feelings in productive ways and thereby understand the co-workers’ emotions, which will strengthen their working relationships and efficiency. Emotional intelligence does not involve being weak! A new aspect of intelligence involves being able to better regulate ourselves and others while exercising better self- and other-control when making decisions in real - time. Organizational changes make employees feel threatened, and this is reflected in their commitment to change. In order to fully comprehend the commitment to change in the workplace better, this study creates a comprehensive model of emotional intelligence as well as showing how to control emotion in the workplace. This framework analyses the influence of high employee participation and engagement on the success of process implementation. The consequences for future theory development are then explored in this paper.

The Impact of Changes in the World Health Organization Structure on its Internal Communication

The Impact of Changes in the World Health Organization Structure on its Internal Communication

Artificial Intelligence in Information Systems: State of the Art and Research Roadmap

Many would argue that artificial intelligence (AI) is not only technology but also a paradigmatic shift in the relationship between humans and machines. Much literature assumes that AI-powered practices substantially differ from and profoundly change organizational structures, communication, affordances, and ecosystems. However, AI research remains fragmented and often lacks clarity. While the information systems (IS) discipline can play a pivotal role in AI’s emergence and use, the discipline needs a clear direction that specifies how it can contribute and its key research themes and questions. This paper draws on a professional development workshop that we organized at the 2020 International Conference on Information Systems and the discussions that followed. We summarize and synthesize how AI has impacted organizational practices over five decades and provide views from various perspectives. We identify weaknesses in the current AI literature as measured against conceptual clarity, theoretical glue, cumulative tradition, parsimony, and applicability. We also identify direct actions that the IS research community can undertake to address these issues. Finally, we propose a next-step research agenda to guide AI research in the coming years.

Geriatric Interprofessional Education Theoretical Framework

The literature is lacking in theoretically grounded techniques to teach interprofessional skills specific to caring for older adults. This presentation details how Wagner’s Chronic Care Model and the Constructivist/Active Learning theoretical frameworks were used in the design of an interprofessional education. The content of the education was modeled after Wagner’s chronic illness care model that advocates changes in processes and organizational structures to promote interprofessional team practice. The educational intervention follows a Constructivist/Active learning framework delivered in a simulation format. Constructivist approaches encompass active learning and guided experiential learning procedures, methods well-suited to our scaffolded simulation educational experience.

THE ECONOMIC AND SOCIAL IMPACT OF TELEWORK. THE CASE OF ROMANIA

In the current context, the phenomenon of teleworking has major implications for both individuals, organizations and society. It is well known that the relative ease of identification and use of information has led to significant changes in organizational structures, but also in the working methods of employees. Among the new working arrangements considered flexible, is, more precisely, telework, work from home, which has been implemented considerably, with the emergence of the crisis caused by the Covid-19 pandemic. The purpose of this paper is to examine the main advantages and disadvantages of this “technological revolution”, but also how the authorities have intervened through fiscal measures. Regarding the main advantages of telework, they are represented by the increasing autonomy and flexibility, the reduction of damage to the environment, as well as the development of optimal solutions for populations with special needs. However, the advantages are weighed against the disadvantages, as some employees believe that they are affected by the feeling of isolation and social distancing, and in terms of organization, they feel negative effects in terms of increased costs of the transition process and new working methods. The motivation for choosing this theme is to identify the economic and social impact that this change had on employees in Romania during Covid-19. Furthermore, in the light of the case study, it is desired to establish the level of satisfaction among remote workers and why they are satisfied, respectively dissatisfied with this measure. More precisely, this article captures the way in which telework is perceived by employees in Romania, and highlights the possible benefits and pitfalls resulting from this process and the impact of the measures taken by the authorities. Regarding the research method used, it is represented by the descriptive analysis, the dynamic macroeconomic analysis by using graphs, as well as the comparative analysis according to the objectives pursued during the research. Compared to the way of presenting the information from the bibliography used and found at the end of the paper, in this paper are found only the essential aspects, the particularities of the chosen research topic, which finally provides an overview.

Islamic Ethical Behavior to Bear out Customer Trust: Perspective Islamic Bank in Indonesia

The biggest challenge for Islamic bank in Indonesia is maintaining customer trust. Changes in organizational structure, service adjustment processes, and other changes are prone to creating a decrease in customer trust which will have an impact on decreasing customer satisfaction and loyalty. This study aims to obtain the influence of Islamic ethical behavior on customer trust. This study uses an explanatory survey method. The sample technique used is a purposive sampling technique as many as 150 respondents. The data analysis technique used is Regression analysis. The results show that Islamic ethical behavior has a positive and significant influence on customer trust.

EU Public Diplomacy Transformation: From the Crisis of Narrative towards External Threat

he paper deals with the recent transformation of EU public diplomacy. Changes in EU public diplomacy organizational structure are considered as well as programming documents, funding, statements of EU leadership, and expert evaluations. The problem of EU self-representation and positioning has exacerbated after the crisis of 2008. It is concluded that EU public diplomacy is in the midst of significant changes: emphasis on unique, multilateral, and peaceful nature of EU is being sidelined by the issue of external threat and securitization of EU communications. This is being carried out in expectation of consolidation of support for the integration project as well as expanding the authority of EU institutions. It is argued that financing plans for 2021‒2027 period, planning documents of European Commission, and general directorates for the next 5 years map out expansion of external threat messages within EU framework programmes. Implementation of such plans will highly likely lead to increased confrontation between the EU and Russia.

Naukowa, dydaktyczna i organizacyjna działalność Ludwika Jaxy-Bykowskiego na rzecz rozwoju poznańskiej uniwersyteckiej pedagogiki

The Scientific, Educational and Organizational Activities of Ludwik Jaxa-Bykowski to Develop Poznań Academic Pedagogy The work is dedicated to Ludwik Jaxa-Bykowski – a pioneer of educational psychology and experimental pedagogy in Poland. He received professors’ recognition and was liked by Poznań University students. The work is a trial to reconstruct the scientific, educational and organizational activities of Ludwik Jaxa-Bykowski in accordance with chronological order. The topics reorganization was also taken into account, considering the change of organizational structure of Poznań academic pedagogy as well as the historical context. The work timeframes were designated by historical moments of Ludwik Jaxa-Bykowski activities and Poznań academic pedagogy, which he co-created as the head of the Department of Pedagogy and Teaching at Poznań University and the chancellor of the “Secret” University of the Western Lands in Warsaw. It is the portrait of passionate professor who fought for autonomy and academic freedom for universities by promoting the important role of human science.

Russian economy innovative development scenarios

The unfolding fourth industrial revolution sets global goals for the world community, requiring the implementation of systemic transformations in all spheres of human activity. Preparations for securing Russia's technological leadership began a long time ago. However, the measures being taken are not enough to build an integral innovation ecosystem, which would make it possible to organize at a high level the building up of innovative potential, its effective use and increase the country's competitiveness in a dynamically changing environment. The key problems of the shortage of expected effects include the lack of formation of the competitive market, the low potential of domestic research in the field of improving strategic planning and methodological tools for making managerial decisions, poor management at all levels of the production hierarchy, the low degree of interest of economic entities in innovative transformation and investment in changing organizational and managerial structures. The paper analyzes the scenario conditions that determine the formation of an innovative economy and the improvement of the country's rating at the global level. The main factors that maximally affect the resulting indicators of innovative activity are investigated. Predictive models of innovative development have been constructed depending on the intensity of changes in factors sensitive to variations in world trends. The need for a systemic restructuring of the traditional economic order is argued. Scientific and practical recommendations on increasing innovative activity and improving the digital culture of the subjects of the Russian economy, taking into account the existing opportunities and potential of world leadership, are proposed.

The Rise of Market Approaches to Social Problems: The Case of Fair Trade and Its Uneven Expansion Across the Global South

This study examines international market formation and expansion with a focus on the social regulation of economic activity. I use fair trade as a strategic case because of its centrality in the growing field of civil society–based initiatives that address social and environmental problems via market mechanisms as well as its comparatively long history that encompasses a substantial change in organizational structure. Using a comprehensive data set of current and former World Fair Trade Organization members, I conduct a series of fixed effect zero-inflated negative binomial regression analyses. Results reveal the variable significance of macro-historical conditions and organizational structures that underlie the market’s uneven growth across the global South. I find that organizational linkages to world society, a history of British colonization, and the presence of Peace Corps volunteers enable market formation and expansion. By contrast, French and Portuguese colonial ties have a constraining effect. Additionally, I find that the organizational structure of the market itself is both directly and indirectly consequential for its growth. The shift from idiosyncratic direct sales networks to a formalized labeling system facilitates market expansion and amplifies the importance of global institutions but diminishes the impacts of international political domination.

Visionary and empowering leadership in SMEs

ABSTRACT With the growth of start-ups and small- and medium-sized enterprises, technological developments, and accompanying changes in work processes and organizational structures, leadership approaches that are effective in the context of flatter hierarchies, expanded responsibilities, and increased task complexity among employees are being sought. Recent reviews of the leadership literature show a significant shift in the focus of leadership. Heroic approaches to leadership that focus on the “Great Man” or the charismatic leader are shifting to postheroic perspectives of leadership that focus more on the followers. In this changing research environment, empowering leadership has emerged as a distinct concept in which individual motivation is fostered by sharing power and granting autonomy at the lowest organizational level.

STRATEGY IMPLEMENTATION AND PERFORMANCE OF MICRO FINANCE INSTITUTIONS IN KENYA: A CASE OF MFIS IN NAIROBI.

Organizations face a myriad of challenges at times considering the nature of the current environment in which they exist, competition from other organizations in which they operate. The fast-changing technology, changing market demands, globalization, and investor demand for higher returns on their investment has forced the organizations to continually innovate in order to meet their objectives. This has been done by developing and implementing new strategies to improve their performance. This study aims at strategy implementation and performance of Micro Finance Institutions in Kenya, a case of Micro Finance Institutions in Nairobi. The objective of the study was to establish the influence of structure on performance. The findings of this study will be beneficial to the Micro Finance Institutions in Kenya and beyond, other similar organizations in the finance sector, the policy makers, Scholars, students, and researchers who may want to do further research on the gaps that may be realized from this study. The anchor theory was resource-based view theory reinforced by contingency theory, configuration theory and Kurt Lewin theory of motivation. The target population was 1573 and 10% of respondents were selected using a random stratified sampling method to select a sample that was to represent the population under study. The study adopted a descriptive design, targeting the senior management, supervisors, and non-management staff. The Questionnaire was utilized for data collection and the analysis of data using descriptive statistics was done The data collected was analyzed using descriptive statistics such as mean, average, and percentages. Pearson correlation show the relationship between the dependent and independent variables. The data was presented inform of tables and figures. The findings of each objective and conclusions were made. The study established that there was a positive relationship between organizational structure and performance. The regression analysis also revealed that organizational structure and performance had a moderately significant relationship thus a unit change in performance could be explained by a change in organizational structure. The study recommends further research on other factors that influence performance in MFIS in Kenya.

Технологии эффективного проектного менеджмента в сельскохозяйственной отрасли

Despite the significant need to streamline and improve the efficiency of systemic project management, its basic concepts and methods remain little known in many sectors of economy, especially in agricultural sector of the republic. The goal -is to study the possibilities for the development of project management in the field of the agro-industrial complex. Methods – observation and collection of facts, comparative analysis to assess the rate of development of agriculture in Kazakhstan, logical, as well as analogies. Results - the advantages of technology of the project approach are determined and the possibility of its use in the field of agricultural production is being considered. The assessment of the rates of development of the AIC of the republic is presented. The authors state that high qualifications, special knowledge and skills are required from the manager and project participants. The reasons for the low level of efficiency of some design solutions are explained by imperfect management activities. In the context of increased competition in product markets, increased requirements of buyers for the quality of products and services, changes in organizational structure of enterprises in agricultural sector, the role of risk management and contracts increases significantly. It shows the importance of applying modern project management methods in information systems when developing programs for personnel development. Conclusions - the elements of project management contribute to achieving the goals of increasing production efficiency and reducing risks in agro-industrial complex, i.e. the opportunity not only to use the available internal resources of agricultural enterprise, to increase its profitability, but also to actively attract additional investments. The authors note that the most important condition for successful planning in agribusiness is a quick payback of the project, which can happen if several rules are observed: increase in the volume of production; reduction of material and labor costs per unit of the product received. There is a need for effective government support for agricultural projects, as well as formation of project thinking among the heads of enterprises and training of relevant personnel.

Shared Transformational Leadership and Safety Performance

Changes in organizational structures and the increased use of teams have drawn research attention to shared leadership: leadership behaviors dispersed among team members, rather than enacted by a single formal leader. We investigated how and when shared transformational leadership relates to safety performance among employees and formal leaders. Specifically, we examined how shared transformational leadership is related to safety performance under different levels of individual and collective perceptions of organizational support. We collected data from team members (i.e., crew-members, N = 2,139) and formal leaders (i.e., chief engineers, N = 98) working on merchant shipping vessels. At the within-vessel level of analysis, perceptions of organizational support weakened the relationship between shared transformational leadership and safety compliance of crew-members. A similar pattern emerged at the between-level analysis for safety participation among chief engineers: perceived organizational support weakened the relationship between crew-members’ shared transformational leadership and safety participation of chief engineers. These findings indicate that shared transformational leadership relates to safety performance of both employees and formal leaders, with perceived organizational support serving as a substitute for shared transformational leadership when shared transformational leadership is low.

Positive Health and the happy professional: a qualitative case study

BackgroundPrimary care professionals (PCPs) face mounting pressures associated with their work, which has resulted in high burn-out numbers. Increasing PCPs’ job satisfaction is proposed as a solution in this regard. Positive Health (PH) is an upcoming, comprehensive health concept. Among others, this concept promises to promote PCPs’ job satisfaction. However, there is limited research into PH’s effects on this topic. This study, therefore, aims to provide insight into how adopting PH in a general practice affects PCPs’ job satisfaction.MethodsAn ethnographic case study was conducted in a Dutch general practice that is currently implementing PH. Data collected included 11 semi-structured interviews and archival sources. All data were analyzed thematically.ResultsThematic analysis identified three themes regarding PCPs’ adoption of PH and job satisfaction, namely [1] adopting and adapting Positive Health, [2] giving substance to Positive Health in practice, and [3] changing financial and organizational structures. Firstly, the adoption of PH was the result of a match between the practice and the malleable and multi-interpretable concept. Secondly, PH supported PCPs to express, legitimize, and promote their distinctive approach to care work and its value. This strengthened them to further their holistic approach to health and stimulate autonomy in practice, with respect to both patients and professionals. Thirdly, the concept enabled PCPs to change their financial and organizational structures, notably freeing time to spend on patients and on their own well-being. This allowed them to enact their values. The changes made by the practice increased the job satisfaction of the PCPs.ConclusionsPH contributed to the job satisfaction of the PCPs of the general practice by functioning as an adaptable frame for change. This frame helped them to legitimize and give substance to their vision, thereby increasing job satisfaction. PH’s malleability allows for the frame’s customization and the creation of the match. Simultaneously, malleability introduces ambiguity on what the concept entails. In that regard, PH is not a readily implementable intervention. We recommend that other organizations seeking to adopt PH consider whether they are willing and able to make the match and explore how PH can help substantiate their vision.

Hospital reorganization and its effects on physicians’ network churn: The role of past ties

Hospital reorganizations are difficult and often fail to produce their intended benefits. Prior research has investigated how and under which contingencies changes in organizational structure affect the modification of clinician behaviors, yet we know little about how organizational redesign interventions affect physicians' collaborative networks. This paper explores how hospital reorganizations affect physicians' network churn. We developed hypotheses on the relationship between structural characteristics of networks before reorganization and the formation of cross-unit network ties after reorganization. We tested our hypotheses on a sample of 175 physicians in a large teaching hospital. The hospital had recently adopted a new organizational model aimed at enhancing a process-based approach to care delivery. Our findings revealed that the physicians' propensity to form cross-unit ties after the change was related to the structure of their collaborative networks before the change. In particular, the formation of cross-unit relations was negatively related to the size of advice networks before the reorganization. Furthermore, we found that the diversity of network ties along with the presence of structural holes in the physicians’ networks before the change moderated this relationship. We discussed the theoretical and practical implications of our findings. In particular, our results may inform organizational redesign interventions within hospitals.

Distributed IT championing: A process theory

Championing is key to the success of an IT implementation. Recently, changes in the nature of technologies used in organizational contexts and changing organizational structures call for a renewed focus on IT championing to explain its distributed nature. Following an analytic induction approach and drawing from semi-structured interviews with 37 practitioners (physicians, residents, nurses, IT staff, and administrators) in three healthcare-related settings, the study conceptualizes distributed IT championing as a process constituted of multiple individuals’ behaviors, unfolding over time, that proactively go beyond formal job requirements in support of an IT implementation. While multiple individuals may enact similar championing behaviors, the data indicate that multiple individuals may also enact distinct, yet complementary, championing behaviors over the course of the IT implementation. Overall, distributed IT championing evolves through cycles of distinct stages of bridging-in, bonding, and bridging-out, with each stage being shaped by different dimensions of social capital. Also, IT artifacts that are particularly generative appear more conducive to distributed IT championing than closed ones. This article contributes to extant literature on IT championing by developing a process model of distributed IT championing in the context of an IT implementation.

Penerapan Diagnosing Organisasi Melalui Intervensi Technostruktural: Studi Literatur

Organizational diagnosis is one of the main components in planning change. Organizational diagnosis is fundamental to school development. This can be seen from the organization's diagnosis through technostructural intervention, because it is related to organizational design, employees/employees, and work design. Technostructural intervention method focuses on changes in organizational structure and design, so it tends to be more focused on organizational infrastructure aspects. This method will produce the output of increasing attention to productivity and organizational effectiveness in schools, such as the quality of work culture and methods for designing all components in schools. Schools need to know and strive to meet existing indicators or criteria in order to become a growing organization with high integrity.