Organizational Development Research Articles

Bridging the Gap Between Labour Unions and the Management Through Leadership Development Programs?

AbstractIn this paper we explore if leadership development programs can be applied to bridge the gap between labour unions and the management. By describing and discussing three different programs we can see that joint leadership development programs can promote collaboration between labour unions and the management. The paper argues that such programs need to be built on a premise that more actors than just formal managers can exercise leadership and contribute to organizational development. The paper also discusses why such programs are more easily achievable in a Norwegian setting. However, to make lasting improvements leadership development programs also need to include large organizational development elements, like the co-generative learning model (Elden and Levin (1991) Participatory Action Research. Sage, Newbury Park, pp 127–142). Sufficient time, resources and focus, including assessments of employees’ needs and internal politics, is needed to not only bridging the gap between labour unions and the management, but also to bring in “ordinary” employees.

Beyond change: Personality‐environment alignment at work

AbstractWe critically evaluate Dupré and Wille's (2024) proposal for using assessments for organizational personality development through the lens of empirical evidence on adult personality change. We present an overview of research on personality stability and malleability throughout adulthood examining rank‐order stability, mean‐level changes, and the impact of life events and interventions. Empirical evidence reveals that while personality exhibits some plasticity in young adulthood, significant changes become increasingly rare beyond age 30. For older employees, personality remains highly stable, making age an important consideration in workforce development. Life experiences and intentional interventions have been shown to prompt modest personality changes, with emotional stability being the most malleable trait. We quantify these changes, noting shifts of up to two‐thirds of a standard deviation in emotional stability through targeted interventions, with more limited effects on other Big Five traits. We also provide insights for organizational assessment practices, including the need for tailored personality (re‐)assessment intervals and age‐based norm composition for better utilization of personality information. With Cybernetic Trait Complexes Theory, we introduce a framework for aligning personality traits with situational cues in work environments. This approach emphasizes trait activation rather than personality modification, allowing organizations to harness employees' strengths by strategically designing environments that naturally encourage beneficial trait expression. This shifts the focus from personality change to strategic activation of beneficial traits through environmental design. We describe how organizations can leverage employees' existing personality trait complexes while fostering incremental behavioral adaptations, offering a pragmatic alternative to traditional employee development approaches. By aligning individuals with environments that activate their traits, organizations can enhance both personal and organizational outcomes, contributing to broader societal benefits as well.

Learning Object Repository Systems and Their Use in Greek Education

The article explores how modern information and communication technologies (ICT) enhance educational quality, emphasizing the importance of pedagogically sound applications to address the limitations of traditional educational systems. While ICT offers considerable benefits, such as increased engagement and support for collaborative learning, the integration of these technologies in education presents challenges, including disparities in access and shifts in learning methodologies. The concept of Open Educational Resources (OER) is highlighted as a transformative approach, allowing for the creation and sharing of diverse learning materials, which are crucial for promoting accessibility and equity in education. Additionally, the article discusses organizational development issues that schools face when implementing ICT, such as the need for adaptive school cultures, leadership support, and the alignment of school policies with ICT goals. It also presents examples of digital repositories and open educational resources, like Project Gutenberg, ERIC, and MIT OpenCourseWare, which provide free access to educational materials. In Greece, national projects have introduced digital literacy into the school community, with repositories such as Photodentro LOR and Helios, supporting the country's commitment to digital education aligned with the European Digital Agenda.

Organizational Culture Assessment Instrument (OCAI): An Analysis of Organizational Culture Mapping at PT BBB Bandung

Organizational Culture Assessment Instrument (OCAI) consists of six dimensions that describe organizational culture. Assessment of organizational culture is important to be the basis for future organizational development. This study uses non-causal-comparative research. The purpose of the study was to analyze organizational culture at PT BBB using OCAI (organization culture assessment instrument). The results of the study showed that Adhocracy culture and Clan culture were shown from a total presentation of 26% for Adhocracy culture and 26% for Clan culture. This shows that currently there is a sense of commitment to creating innovation and development, dynamic and entrepreneurial as well as commitment and concern for members. This is not much different from what is expected by all employees for the perception of culture that is expected for the future

Perspectives of cancer consumer representatives on their involvement in healthcare service improvement: a qualitative study

BackgroundConsumer involvement in healthcare service organisation and policy development is recognised globally as a vital strategy in improving the quality and patient-centredness of care. There are significant gaps in knowledge about consumer involvement in practice, including consumers’ engagement in the process of enhancing cancer services. This study aimed to explore consumers’ perspectives on their involvement in cancer service improvement.MethodsCancer consumer representatives were recruited through Victorian Integrated Cancer Services, Australia. Eligible consumers were, or had been, a member of a health service improvement-related committee or project and attended at least one meeting with health professionals. Semi-structured qualitative interviews were conducted online and transcribed verbatim. Data were analysed using inductive thematic analysis.ResultsSix experienced consumer representatives were interviewed. Perspectives on their involvement in improving cancer services were categorised into three major topics. The first addressed personal aspects of involvement, in which participants described personal motivations (e.g., having lived experience of cancer themselves or in their family), challenges encountered in committee involvement, experiences of received support in their role as a consumer representative, concerns about narrow representation, and their evolving identity as a consumer representative. The second discussed practical contributions made by consumer representatives to improve systems and services. Participants detailed their active engagement with committees and consumer-led projects, contributing both their cancer experiences and general or professional skills. The third topic focused on directions for improving consumer involvement in the health system. Suggestions highlighted widening consumer representation to include often marginalised voices to inform decision-making at local committee and health system levels.ConclusionsThis study enhances the real-world understanding of the role that consumer representatives play in improving cancer health services. The strategies suggested in our research provide the opportunity to enhance consumer involvement and pave the way for more effective cancer service planning and implementation across diverse healthcare settings.

To Study the Effectiveness of Youtube and TV Advertisements on Consumer Purchasing Intention of Mobile Product in Ahmedabad

HR Solutions LLP, a reputable Ahmedabad-based HR consulting firm, is provided in this report. The study's objectives are to examine the range of services offered, the technology employed, and the effectiveness of these services in enhancing organizational performance. Using a mixed-methods approach, this study integrates qualitative data from semi-structured interviews with key stakeholders with quantitative data from structured customer surveys. Research indicates that Head Quest HR Solutions LLP employs several strategies that are tailored to meet the unique requirements of its customers. These methods improve organizational development, talent management, and employee engagement despite obstacles like assessing long-term effects and integrating advice with customer culture

Collaborative work processes in establishing a MiniMaria treatment center for youth substance addiction: a qualitative inquiry of county council healthcare and municipal efforts

BackgroundThis article is part of a larger study exploring the collaborative dynamics between key stakeholders in providing care to youths suffering from alcohol or substance use and their families in formulating policies and operational practices for county and country-wide application in similar settings. The focus of this article is to describe the collaborative processes between two stakeholders, a municipality, and a county council, in establishing a MiniMaria treatment center. While collaborative efforts between municipalities and county councils in health service provision are often acknowledged, little is known about how communication and decision-making processes between these entities shape the success of such initiatives. This study aims to fill this gap by providing insights into the communicative processes that foster organizational cohesion, agility, and innovation. The guiding research question is: What communicative processes occur between the county council and municipal stakeholders during the planning phase of the MiniMaria treatment center?MethodsThe municipality and county council were selected based on purposive sampling, owing to the proximity and accessibility of the field. An exploratory and descriptive design, incorporating a participatory research approach, was employed for this qualitative investigation.ResultsTwo central themes, each underpinned by specific subthemes sum up the essence of our findings. The first theme underscores the collaborative dynamics and shared objectives that have emerged through the project, thus showing the importance of a unified vision and mutual understanding in driving the initiative forward. The second theme points to the practical aspects of implementing the project, including recruitment strategies, and the significance of interpersonal communication.ConclusionsThis article sheds light on the establishment of a MiniMaria treatment center through collaboration between a municipality and county council, using the Four Flows Model to interpret communicative processes. Membership negotiation was crucial for defining roles and building a unified team identity, while activity coordination ensured aligned stakeholder efforts. Self-structuring facilitated internal organization and operational clarity, and institutional positioning aligned the initiative with broader healthcare norms, enhancing its credibility and impact. These communicative practices were central to get a grip on inter-organizational complexities, emphasizing communication’s constitutive role in organizational development and innovation.

Factors restraining youth involvement in fish farming business: Case study of Kamuthanga Village, Kenya

Fish farming serves as one of the important strategies for reducing unemployment and improving the standard of living for many households. However, in many African countries, including Kenya, a large number of young people tend to pursue administrative and white-collar jobs, resulting in a noticeable lack of youth participation in the fish farming sector. This trend underscores the challenge of attracting youth to agricultural enterprises like fish farming, despite its promising opportunities. This study explored the factors limiting youth participation in the fish farming business, targeting some individuals aged 18-35 in Kamuthanga village. The research follows a qualitative case study approach, with twenty-six (26) individuals interviewed. The study is grounded in the anthropological entrepreneurship theory, utilizing triangulation to ensure a holistic understanding. In-depth interviews and key informant interviews were employed to capture perceptions regarding barriers to youth involvement. The data was gathered through focus group discussions and in-depth interviews and analyzed using Qualitative Data Analysis (QDA) Miner Lite software. Data organization, coding, and theme development were conducted systematically to align with the study’s objectives. The findings revealed several challenges hindering youth involvement in fish farming, including the semi-arid conditions of Kamuthanga village, which lead to water scarcity; limited access to capital; insufficient technical knowledge; inadequate support structures; and some cultural barriers. These findings shed light on the critical factors that must be addressed to foster greater youth involvement in fish farming and ultimately unlock its potential for economic development and unemployment reduction in Kamuthanga village.

Charismatic Leadership: How Good Bosses Build Positive Employee Relationships Through Non-Power Factors

This research thoroughly explores how charismatic leaders build and maintain positive and harmonious employee relationships through a series of non-power factors, thus playing an irreplaceable role in organizational development. The core of charismatic leadership lies in transcending the traditional framework of authority and utilizing non-powerful means such as personal charisma, vision sharing, emotional resonance and value leadership to stimulate the intrinsic motivation of employees, and to promote the cohesion and creativity of the team. This paper analyzes cases in practice in detail, and then summarizes that charismatic leadership can play a great role in different situations. The paper shows that charismatic leaders have a profound and positive impact on organizational performance through their unique leadership style and influence mechanism. Charismatic leaders provide a strong impetus for organizational prosperity by motivating employees, driving change, and enhancing performance. This study can provide leaders with more comprehensive and in-depth guidance to help them better perform their leadership roles in the complex and changing business environment.

The Sacrificial Economy: The Economic Conditions for the Development of Free Churches in Late Nineteenth‐Century Sweden*

Free church organisations were a vital part of Christian evangelical revivalism in the Nordic countries around the turn of the century in 1900. In this paper, a new piece is added to the puzzle regarding why free churches developed and survived. Against the background of a case study of the Swedish Uppsala Missionary Congregation's cultural economy 1870s–1890s, it is argued that a particular rationality — a sacrificial economy — was an important prerequisite for organisational development. The paper therefore adds a materialist explanatory factor to the organisational development of revivalism in late nineteenth‐century Sweden.

Post–crises capability development – the silver lining: learning from e-tailers’ adaptation to greater protection needs

Purpose This study draws lessons from e-tailer adaptations to the enhanced protection needs of employees and customers and capability development, during events such as social distancing causing crises (SDCC) and provides a conceptual framework. Design/methodology/approach A grounded theory-based approach has been used wherein 130 news articles and 48 journal papers were analyzed to understand the real-world measures and impact. Findings E-tailers adapt to provide their workforce an environment that caters to their increased need for physical and mental well-being and take measures for customers health protection. They also take initiatives toward mitigation of the high incidence of cyber fraud faced by the vulnerable customers. In the process, they develop several capabilities during and post-crises. Research limitations/implications The study focuses only on the impact of COVID-19 on e-tailing. This is a limitation and other industries and crises may be studied in the future. Practical implications The study holds significant potential for future research as the three research propositions offered can enable hypothesis generation for larger quantitative studies. The adaptation to the enhanced protection needs of employees and customers result in the development of several capabilities such as a more equitable work environment, a more loyal, productive and adaptable workforce, increased customer retention and acquisition and a better image. Hence this study has several organizational development practical implications as it provides managers lessons to survive and thrive from future crises. Originality/value Few studies have investigated e-tailers adaptations for enhanced protection needs of employees and customers and its impact during and after SDCC. This empirical study extends a body of literature which is scarce.

The impact of current academic knowledge on modern human resource practitioners’ performance within the software industry of Pakistan- Future of HR work & the need to Reskill

This research endeavors to analyze the effect of latest HR practices on the effectiveness of current HR Managers’ performance in the software industry of Pakistan. The latest quality HR practices (i.e. Technical recruitment & selection, HR Technology, HR Marketing, Dynamic Workforce & Performance Mgmt., Psychology & Stress Mgmt., Green HRM and Workspace Spirituality, Celebration & Recognition Mgmt. and Strategic HR Partnership & Organization Development) have been apportioned to contemplate the effectiveness of current HR knowledge model and its significance in HRs’ professional life. A structured questionnaire is employed as an instrument for data collection. Sample size of 120 employees has been fetched working in HR department of different software companies in Pakistan. The data has been analyzed through Multiple Regressions, Cronbach alpha, demographic and descriptive statistics that are used for various analyses by the help of statistical software SPSS. It highlights a judgmental analysis on the significance of redesigning the current HR knowledge model with modern add-on HR aspects for coping with the challenges that HR students are facing in their professional life presently. Some recommendations have been cited by the author for real-time contribution in HR sector and for escalating the performance professionally. Moreover, this research would accommodate the selected software service sector companies that are operating in developing countries like Pakistan and working on the significance of service industry. The outcomes will be useful for the academicians, researchers, HR practitioners, planners and policy makers who are involved in the concerned area.

Mapping the Public Health and Health Promotion Capacity in Oman

Abstract Background An essential condition to enabling people to increase control over their health is to have sufficient capacity for public health (PH) and health promotion (HP). Despite the recognition of its importance, a comprehensive view of the PH and HP capacity in the sultanate of Oman is not yet available. This study provides a mapping of the country’s PH and HP capacity at national, governorate and district levels. Methods An online quantitative survey was performed amongst 70 health policy maker and experts in PH and HP using a questionnaire based on the PH capacity framework of Aluttis et al., yielding data on the country specific context with relevance for PH and 6 PH capacity domains, each divided in subdomains: leadership and governance; organizational structures, workforce, financial resources, partnerships, and knowledge development. Internal consistencies of the scales measuring the capacity subdomains ranged from .75 to .99. Results The survey revealed relatively low scores, representing partial development of capacities, for most of the public health capacity domains. The highest levels of capacity were observed for knowledge development (health information and monitoring systems, reporting systems and knowledge infrastructure), organizational structures (institutional capacity, program delivery structures, PH within health services, and response emergencies) and partnerships (formal consortia, informal partnerships and multisectoral coordination). In contrast, leadership and governance, workforce development, and financial resources score lower. Conclusions Mapping the strengths and weaknesses of PH and HP capacity in Oman allows to make recommendations for improving population health. Whereas all domains of PH and HP capacity are partially developed, there is a need to further improve capacity in all domains. Key messages • PH and HP capacities are partially developed in Oman. • Mapping the PH and HP capacity allows to identify strengths and weaknesses and make recommendations for improving public health.

2.K. Scientific session: Promoting organizational health literacy in healthcare organizations and beyond in Europe

Abstract Organizational health literacy (OHL) has been defined as the degree to which healthcare organizations equitably enable/empower people, through organizational structures, policies, and processes, to find, understand, appraise, and use information and services to make health-related decisions and actions for themselves and others. By adopting an OHL approach, healthcare organizations enhance health service delivery by simplifying interaction with health systems by making information and services more comprehensible. An OHL approach not only reduces health literacy demands of patients, but also of workforce and the resident population of the community that they serve. The workshop focuses on two theory-based initiatives that focus at promoting OHL in Europe: (1) the Organizational Health Literacy for All (OHL-ALL) initiative, which developed a practice-oriented OHL approach for organizations promoting equity explicitly to support people in vulnerable positions with or at risk for diabetes or other non-communicable diseases, and (2) the World Health Organization (WHO) Action Network on Measuring Population and Organizational Health Literacy (M-POHL) which aims at initiating and facilitating the (self-) assessment of OHL in healthcare organization by developing, providing, and disseminating OHL assessment tools. Both initiatives strive to support organizational change and workforce responsiveness. While the first initiative goes beyond health literacy responsiveness of healthcare organizations intending to offer guidance for organizations on how to give all individuals the best possible opportunities to achieve their optimal health and well-being, the second initiative specifically focuses on OHL in healthcare organizations using a settings approach with a focus on health care, prevention, and health promotion. The initiatives enrich and complement each other. The workshop consists of five short presentations, followed by a discussion among the presenters and the audience. The first presentation focuses on the development of the theory-informed and coherent OHL approach of the OHL-ALL initiative. The second presentation provides an overview of the M-POHL initiative and its innovative tools. Then three presentations will showcase results, experiences, and outcomes from European countries on assessing OHL in different healthcare settings. Expected impact: Theory-based guidance for implementing organizational development will be provided. Results from the M-POHL initiative will contribute to greatly needed insights into OHL needs and opportunities of healthcare organizations. The insights from these real-world assessments and implementation can inform future public health practice, policy, and research. Key messages • An OHL approach contributes to better equity. It helps meet health literacy needs of patients, health and care workforce and the resident population of the community that are served. • New tools have been developed to support management and health and care workforce in assessing and improving OHL responsiveness, to better serve patient communities.

Diversity challenges in German nursing teams: a participatory organizational development approach

Abstract Background Migration of health care professionals, demographic change and the transformation of the health care system result in highly diverse nursing teams in German hospitals and nursing homes. Different orientations (regarding qualification, generation or migration background) collide in a working environment characterized by staff shortage, time pressure and decisions about life and death. But team cooperation not only has a strong impact on patient safety, but on job satisfaction and therefore retention management. Little is known on how teams cope with diversity challenges and how this is linked with organizational structures. Methods Based on qualitative content analysis of 197,5 hours of participatory observation, 8 group discussions and 25 interviews in 6 nursing teams in 2 hospitals and 2 nursing homes situated in a major German city, we developed workshops on the topic of team diversity and cooperation. 10 workshops (4-16 participants each) were in held in 2023/24 both on team- and management-level. Results All teams are struggling with diversity-related problems, but in their specific ways, depending on the particular neighbourhood of the facility and team composition among other things. Due to the strong team spirit and identity, the teams have a fundamental tendency to integrate diverse perspectives and orientations. But they need time capacities and supportive organizational structures. The workshops created a space to discuss the team specific problems. Starting points for structural changes could be identified and further discussed in the workshops at the next higher hierarchical level. Conclusions Organisational structures provide the framework conditions that enable teams to integrate different perspectives resulting from diversity in a productive way. One-fits all solutions are not suitable to address those problems and improve teamwork. A participatory bottom-up process seems to be the most appropriate approach. Key messages • Institutions need to provide structures in which diversity is not perceived as an additional burden. • The best way to initiate improvements is through a participatory bottom-up approach.

Research on Monitoring Illegal Wildlife Trade Based on Data-Driven Models

This paper aims to evaluate client selection and project alignment in wildlife conservation projects using the Analytic Hierarchy Process (AHP) and TOPSIS models. The World Wide Fund for Nature (WWF), China Wildlife Conservation Association (CWCA), and the National Forestry and Grassland Administration are selected as candidate clients. Quantitative analysis uses three indicators: resources, power, and interest. The results indicate that WWF is the most suitable client regarding comprehensive resources, power, and interest. Additionally, the paper analyzes the cost-benefit and organizational development contributions of WWF implementing the "Electronic ID" project, highlighting its potential to enhance WWF's international influence and reputation. The study demonstrates that leveraging technology to track and protect wildlife can curb illegal wildlife trade and promote biodiversity conservation.

Enhancing Employee Retention: The Impact of Training, Career Development and Remuneration Benefits in Selected Manufacturing Companies of Johor Bahru

The lack of employee retention programs is the most persistent difficulty in most organizations today. Employees are a crucial and precious asset for an organization for them to achieve their company goals and objectives. This has raised the demand for staff training programs, career development, and remuneration benefits in most organizations to ensure employee retention. The study aimed to identify the influence of employee training, career development, and remuneration benefits on employee retention in selected manufacturing companies in Johor Bahru, Malaysia. For data collection, a structured questionnaire was administered to 152 employees from seven departments of manufacturing companies in Johor Bahru. All the data was analyzed using SPSS statistics. The finding implies that career development appeared to be the most significant variable among all independent variables. Therefore, organizations should put more focus on the improvement of career development among their employees. Top management should emphasize career development and regularly offer training programs to gain employees’ interest in staying in the organizations. Top management should also highlight the importance and benefits of the career development programs and encourage them to join. This in turn enhances retention and increases productivity at selected manufacturing companies in Johor Bahru, Johor.

Addressing contemporary challenges of Human Resource Development in Private and Cooperative sector milk processing organizations in Pune region

HRD practices in private and cooperative sector milk processing organizations in Pune region were investigated through 175 management and 1195 employee respondents of selected milk processing organizations from both the sector by adopting proportionate convenience sampling technique; which indicates that overall, fair & poor level of HRD practices found in private and cooperative milk processing organizations in Pune region; an enlightened organization would initiate immediate drastic HRD interventions to prevent the situation from deteriorating further by designing/re-designing effective HRD policy and developing good HRD practices. Management of both the sector milk processing organizations needs to design the existing HRD policy in line with standard practices so as to develop good HRD culture. Again, in between the two sectors, private and cooperative sector milk processing organizations in Pune region, cooperative sector was noticed to be drag behind by most of the poor HRD practices and indicating the acute need for addressing the issues. It strongly indicates the need for addressing the challenges of HRD practices being followed by implementing all HRD practices as per standard way to get the best HRD practices result in both the sectors milk processing organizations so as to sustain in global competition.

Corporate Social Responsibility as A Strategic Tool for Sustainable Organizational Image and Development

Corporate social responsibility has becomes so popular that almost every corporate organization applies it to meet communal and corporate needs. However, the existing studies which centre on the influence of corporate social responsibility on Nigerian breweries’ corporate image remain controversial as they could not have any convergent point. Therefore, this study examined the impact of Nigerian breweries’ corporate social responsibility on its corporate image. The study adopted survey design in form of cross-sectional study through systematic random and purposive sampling. The sample size of 370 members of the host community of Nigerian breweries, Ibadan was derived through Taro Yamane’s proportional sampling formula. The Head of the factory’s Corporate Affairs was also purposively selected for qualitative aspect of the study. Two research instruments were used to collect data: self-designed structured questionnaire (a four-point modified Likert scale method) and a structured interview guide. The instruments were validated and subjected to reliability test using Cronbach’s Alpha analysis; a value of 0.81 was obtained. Data obtained were presented and analyzed using simple frequency counts and percentages, and content analysis. Findings reveal that the Nigerian breweries CSR is effective and meticulously implemented; it’s significantly impacts the corporate image of the company positively. It is recommended that certain aspects of the company’s corporate social responsibility should be reconsidered, including road maintaince, housing support programmes and environmental sanitation. It is concluded that Nigerian breweries should strengthen efforts that will sustain its corporate social responsibility programme.

Weisbord’s Six Box Model: Diagnosis Perubahan Organisasi

Weisbord's Six Box Model can be used to diagnose organizations in terms of goals, structure, relationships, reward systems, leadership, and mechanisms. This study aims to analyze the organization as a basic step to make changes and future organizational development using the six box model approach. Researchers conducted interviews and distributed questionnaires adapted from the Organizational Diagnosis Questionnaire developed by Preziosi. The results of the study indicate that the organization in terms of clear goals has work goals for its employees, but it will not be realistic to achieve. In terms of structure, it has a clear organizational structure but in practice it is not in accordance with the established structure chart. Relations tend to be rigid, and there are some unresolved conflicts between employees. The company currently does not yet have a fully optimal working mechanism to achieve the company's goals. The company rewards every employee who successfully meets the sales target and applies a system penalty in the form of salary deductions when the sales target is not achieved. In terms of leadership, company leaders have not been able to harmonize the other five aspects to achieve company goals. This needs to be studied further to be prepared to face the changes that will be faced in the future.