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Show moreThe nonprofit sector of our economy is a special class of entities with an expansive array of organizations and activities dedicated to the common good and well-being of others. Even though this sector has constructed creative and forward thinking initiatives, obstacles remain which interfere with their accomplishment of significant achievements. The struggle to maintain their respected position, unique character and role in society remains prevalent. In order to stay competitive, organizations are constantly assessing their current capacity to deliver needed services. Today, a number of umbrella associations of nonprofits have implemented assessment and certification programs intended to produce organizational improvement for their member organizations. Based on analysis of phenomenological interviews and guided by institutional theory, the research reported here is designed to identify factors that differentiate between organizations that chose to participate in the Louisiana Standards for Excellence organizational assessment program and those that did not. Drawing on concepts of organizational learning and broadened accountability, the research further explores whether those nonprofits successfully achieving certification experience an enhanced commitment to ongoing organizational learning.
Doctorate of Management Programs
English
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Show moreOrganizations promote widely ranging workplace programs and initiatives with the goal of instituting change or maintaining previously adopted change. Often these programs and initiatives are designed to establish global standards through consistent member behavior. Using data from over 400 members of diverse organizations, this study examines several factors that affect program commitment and usage. Drawing upon innovation theory, I focus on the concept of end-user adaptation, or, as used herein, adaptation proximal activities. With regard to this mechanism, I propose and establish the mediating role that personal engagement plays in employee propensity to adopt adaptation proximal activities with regard to the program commitment and usage outcomes. Further, several conditions antecedent to personal engagement are identified with a focus on the elements of trust, control, and management behavior. Lastly, the role of risk taking propensity is explored and found to be more complex than originally conceptualized. Taken together the results indicate that characteristics of both the organization member and the workplace environment determine the degree to which workplace programs and initiatives will prove successful.
Doctorate of Management Programs
English
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Show moreDuring recent history, too many nonprofit organizations of higher education have become well known due to highly publicized cases of wrongdoing, which has contributed to the decline in confidence from the public. Contemporaneously, the for-profit corporate sector grappled with the ramifications of catastrophic failures. In response to these combined crises there has been a movement for greater accountability and responsibility from the public upon the governing boards of the organizations because the primary responsibility for these organizations vests with the board. This renewed interest has inspired this study to further understand how board members describe how they enact their responsibilities effectively. In this study data were obtained from twelve trustees from five organizations of higher education through phenomenological interviews. The data indicate that board members who consider themselves effective are actively participating through the board committee sub-structure, and they are motivated by a strong emotion and sustained by a commitment to the organization. Further, the members recognize the importance of understanding the organization along with their roles and responsibilities while balancing their power with the power of the internal officers, particularly the chief executive officer.
Doctorate of Management Programs
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Show moreThis study presents the results of an investigation into the use of metaphorical language in the summary and business description sections of Intial Public Offerings (IPO) prospectuses of both Internet and non-Internet companies. This research examined fifteen Internet companies and nine non-Internet companies, which were chosen at random, that completed IPOs between January 1, 1999 and August 6, 1999 for metaphorical use that was either common to both sets of companies or specific to the Internet companies. The research attempted to demonstrate that there is strong evidence for the theory that descriptive language used in the IPO prospectuses is metaphorical and not literal. The research also supported the hypotheses that there were metaphors common to all IPOs and that there were metaphors primarily used by Internet companies. Further the research indicated that the common metaphors could be grouped and arranged into hierarchially organized categories from ontological experiences to experiential conceptualizations. The specific categories that were reflected in these prospectuses, starting from the ontological, were sense of awareness and place, spatial orientation, perception, boundaries/containers, perception, physical manipulation, animation/objectification, and paradigmatic experiences. The two primarly paradigmatic metaphors were BUSINESS IS WAR and INFORMATION IS A SOLID/LIQUID. Numerous instances from the prospectuses were used to support these findings. The metaphorical use that differentiated Internet companies from non-Internet companies was the use by Internet companies of metaphors of place and performance. Of the two, the metaphors of place were the most prevalent and were grouped into the following types of places: local, distant, the frontier, and transition places. It was theorized that a sense of place is one of the most basic experiential senses, and that the tension between this need for a sense of place and the placelessness of the Internet explained the use of metaphors. The sense of performance metaphor was primarily centered on the metaphor of audiences being used to describe active Internet users. Conceptual theories to explain this include both an attempt to apply the most enduring concept of knowledge transfer, a narrator and his or her audiences, and a need to frame this as a controlled knowledge transfer as is done by a stage performance.
Doctorate of Management Programs
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Show moreThe term "capacity building" has caught on quickly within the nonprofit sector, specifically with Nongovernmental Organizations (NGOs). In fact, many funding organizations, agencies and foundations are now requesting that their partners engage in capacity building activities. How then, do we determine which organizations have the capacity to adhere to their mission statements and to deliver their services in a sustained fashion? This is an important question for two reasons. First, it asks us to identify the factors which lead to capacity, and second, it suggests that capacity building is a continuous process. This study proposes a relational process of building an organization's future. It supports a greater appreciation and awareness of the importance of building multi-organizational and global capacities. The relational capacity building framework introduces definitions, insights and guidelines that help the organization create capacity at different levels as well as define core capabilities. This framework allows organizations to see where they are today and establish a vision for tomorrow. It helps them to clerly understand their directions, views, values and capabilities to create a learning environment for capacity building at the same time they are actively involved in creating their future. In so doing, it offeres both utility and value for NGOs, donor organizations, governmental agencies, researchers and policy makers. While predominately donor driven, capacity building cannot be understood by only considering a Northern NGO (NNGO) or donor's perspective. The issue is driven by the interdependency between NNGOs and Southern NGOs (SNGOs). This study will conser both perspectives and was created from an in-depth analysis of four NNGOs, and data from a thorought literature review and meta-ethnography of six SNGOs. The Global Excellence in Management Initiative (GEM) organization worked with the researcher in the proposal stage to help identify the key research questions and other primary and secondary sources of information. GEM is a university-based program of learning and education that works in partnership with U.S. Private Voluntary Organizations (PVOs) and international NGOs (INGOs) to conduct capacity building programs. The study answers specific questions from multiple perspectives: What is capacity? What is capacity building? What is organziational capacity, multi-organizational capacity and global capacity? what are the core capabilities that allow for capacity at each level? The nature of the design was a multi-method qualitative study, combining a formal synthesis of selected published studies with original field investigation. The field study used an organizational development process known as appreciative inquiry in the design of the interview protocols, collection of data and preparation and analysis of cases. Appreciative inquiry is a method which attempts to discover "the best of what is" in any organizational/human system. Over 100 interviews were completed with thirty-two participants -- scholars, policy makers and practitioners in the field, primarily from Christian Relief World Resource Committee (CRWRC), the Center for Development and Population Activities (CEDPA), Counterpart International and Pact -- to discover and understand the ways in which these orgranizations and their partners build capacity. These same research questions were used in a meta-ethnography (interpretive synthesis) of six published studies involving SNGOs. It is important to note that this project was not intended as purely theoretical work. Instead, it is the intention of the researcher to offer a contribution which is both practical and actionable. The study concludes with the development of the framework and a discussion of capacity building as a relational process for organizaing and creating an organization's future.
Doctorate of Management Programs
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Show moreWith departments of human resource (HR) struggling over the past ten years to establish an equal strategic role with operating managers and other functional specialties, there is ongoing debate regarding the strategic alignment and practical impact of human resource management (HRM) practices. A manageable domain for studying the impact of HR in supporting organization strategy is that of formal career system (CS) programs. Investments in CS programs are made with the expectation that there will be a return in the form of internally developed and strategically deployed managerial talent. However, do these systems actually influence internal labor market decisions, such as managers’ filling of vacancies? Beyond the direct costs associated with CS programs, are the indirect costs of poorly conceived or poorly implemented programs, including loss of valued employees due to lack of career advancement opportunities and inappropriately promoted managers failing in new roles. The question that this study seeks to answer is whether or not the substantial investment in CS practices, which most large firms undertake, provides a reasonable return on investment. The return will be measured by the extent to which the firm can develop and source key managerial vacancies through the use of internal labor markets. Another important indicator of impact will be the extent to which managers believe that the practices contribute to their career progression. A qualitative research study is proposed to explore the relationship between the corporate strategic-planning process and decisions regarding implementation of CS practices, and then to evaluate the linkage of these practices to utilization of internal and external labor markets. Guided by the strategic linkage theory of Sonnenfeld and Peiperl (1988) and its empirical assessment by Baruch and Peiperl (2003), the study also seeks to identify combinations of CS practices that have the greatest impact on the choice of internal labor market strategies actually used by managers.
Doctorate of Management Programs
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Show moreDynamic capabilities and associated shifts in learning make firm’s capabilities hard to imitate, and are critical in achieving sustainable competitive advantage. Consequently, strategic management literature has recognized that the presence of causal ambiguity plays a pivotal role in generating inter-firm differences in obtained rents. At the same time, causal ambiguity may hamper internal diffusion of capabilities within the firm negatively affecting its performance (Szulanki, 1996). Overall, the relationship between dynamic capabilities, causal ambiguity and firm performance has remained poorly understood. In this study, we seek to address this gap by developing a causal model that depicts how management perceptions of causal ambiguity mediate the effects of the firm’s competencies on firm performance. Using data from collected from 401 Chilean managers we analyze the managers’ perceptions of causal ambiguity on firms’ performance by controlling for market turbulence and the company size. Our findings confirm the critical role of manager’s perceptions of causal ambiguity as a mediator between organizational competencies and performance. Surprisingly, we found a weak influence of perception’s of causal ambiguity among rivals as a mechanism to protect inter-firm imitation.
Doctorate of Management Programs
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Show moreKristina recently inherited the business of her late father. In his 18 years of business experience at this location he was never able to grow the business past the subsistence stage. How she will eventually fare is dependent on the same factors faced by her late father. They include her ability to overcome the opposition of local residents, raise capital to build a larger stand and move the current location of her newspaper stand. Since her father was unable to do this in more than 18 years of business in this location, the odds do not seem promising. And yet, she seems determined, despite her inexperience, to grow the business. Will she succeed? Erik has been working at a location near Kristina for more than 18 years. In this time his business has undergone changes, but one thing has remained constant: the small size of the business. Erik began operating a shoeshine cart at this location when he was a young man. His ability to grow his business, according to him, is hampered by the fact that he does not have anyone to assist him and there are few remaining available locations. Despite his desire to expand his business he lacks the access to capital and the help to make this dream possible. Can he advance? In stark contrast, Carlos has been operating a micro-enterprise for the past 20 years. He, like Erik, began by selling in front of a large office building. However, unlike Erik, his business has grown during the past 20 years and now includes three locations and employs four workers. His largest newspaper and candy stand is in a prime location fronting to the serpentine beltway that encircles Mexico City (the periferico). Carlos is also the younger brother of Kristina's late father. They both operated similar businesses for a comparable period of time. And yet, Carlos was able to develop and expand his business to a point where it thrived and permitted Carlos to purchase a house in the suburbs of Mexico City, a stage Kristina's father never reached. His business has made the leap from subsistence stage to longer-range sustainability. What accounts for the differences between these different vendors? And what is likely to happen to Kristina in her efforts to grow her father's business. The central question I seek to answer is why some micro-entrepreneurs remain at subsistence level whereas others progress? I address this question in this ethnography by examining the work of three street vendors in Mexico City. I find that the ability to accurately assess and manage risk in an environment filled with complex legal and financial uncertainty is an important factor in micro-entrepreneur growth. The uncertainty faced by micro-entrepreneurs in developing countries is significant because in addition to the financial uncertainty surrounding their businesses they have only quasi- legal status. The activity is at best tolerated and this lack of defined legal status adds to the existing financial risk of their business because it exposes them to additional threats to their subsistence income. These threats take the form of veto events that can quickly plunge them into financial distress. I label these veto events because the y can prevent a micro-entrepreneur from assuming the risks that can lead to growth. These events mark difference between being able to chambear, as one of the vendors describes his work, and not being able to earn a living. Once micro-entrepreneurs have reached the subsistence stage their ability to progress to the next level of enterprise depends in large measure on their ability to assess and manage risk. And this risk involves a complex assessment. My interest in studying this topic stems from the fact that I manage a large organization in Latin America and had observed the vendors in this area of Mexico City for several years. I eventually became curious about their work and their lives and I wondered if there were parallels between their work and mine. As I researched theories of micro-enterprise I saw that these micro-entrepreneurs efforts could not be categorized in any uniform way. Some were obviously struggling to eke out a meager living while other seemed to be thriving. I was curious why this occurred. I am hopeful that this study can shed light on how to improve the ability to serve this group.
Doctorate of Management Programs
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Show moreA qualitative study of eleven male and eleven female directors was undertaken to investigate gender differences relating to championing tough issues at the board. This study demonstrated that men and women at the board share common mechanisms in the championing process. Correspondingly, they also evidenced notable differences. A championing model is presented to examine the gendered differences of the “tough issues” championing process. The model incorporates (1) the preconditions to championing, (2) the board environment that impacts the choice to champion (3) the influencing factors that impact the engagement process (4) the engagement style of the champions and (5) the collateral benefits (or not) of having championed the issue. Consistent with Kramer, Konrad and Ekrut (2006), women championed twice the number of issues as men in this sample. Both male and female directors championed very difficult issues; the majority of which related to the CEO including leadership ability, performance, management style and compensation. Directors agreed that the benefits to the board and the individual champion did outweigh the difficulties of the champion process. As a result, champions of tough issues have a unique role to play in improving the decision-making quality of boards.
Doctorate of Management Programs
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Show moreThis paper describes how in absence of strong sponsorship and often regardless of project outcome, leaders of high impact corporate change initiatives must simultaneously develop bonding social capital to become sustainable members of the enterprise’s leadership team. This particularly holds for executives brought in from outside the firm to lead change. We present the findings of a qualitative research study of 42 projects led by 30 executive leaders from a diverse portfolio of primarily manufacturing companies, leaders who were either Insiders (those established within their firms) or Outsiders (leaders brought in as fulltime employees from outside the firm specifically to lead the project). The basis of this study was a conceptual model of the extent to which change leaders are embedded in and leverage internal and external social networks to contribute to favorable project outcome, influencing their career development upon completion of the change initiative. The grounded theory analysis has revealed a topology of traits characterizing change leader identity and presents the interplay of social capital (relationships, trust and shared norms in addition to the leveraging of social networks internal and external to the firm), sponsorship, and in the case of several change leaders, a shift in self identity that unfolds in the course of leading planned organizational change. Leading change can change leaders.
Doctorate of Management Programs
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Show moreThis research studies the extent to which a change leader is embedded in and leverages internal and external social networks to contribute to favorable project outcome, influencing his or her career development upon completion of the change initiative. A conceptual framework will be presented to explore the premise that the effectiveness of the leader in implementing planned change is based on successful access to, development and leveraging of social networks- the often informal structure of relationships among organizational members that provide invaluable resources such as information, power, and trust between individuals and groups. These resources are often critical for a change leader to access in order to pull or enable change vs. push or command change. Relationships in the form of networks are often the locus of change acceptance or resistance, fundamental for leaders to leverage to effectively deliver project results, sustain the new process, and contribute to the leader being accepted as an integral, value-added long term member of the organization. Research questions are presented in order to proceed with the qualitative survey phase which will involve interviewing middle and executive level change leaders in new product development manufacturing companies, to enable further development and validation of the conceptual framework prior to quantitative data gathering and analysis.
Doctorate of Management Programs
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Show moreOrganizations are challenged to attract and retain executives who can lead successful and sustainable organizational change. This study aims to: (1) explore the role of bonding social capital in affecting the turnover intention of executive leaders of large scale radical and continuous improvement change projects in organizations, and (2) identify mechanisms which may influence whether change leaders can balance the potentially competing commitment to a career of leading change with a commitment to an organization, therein affecting the organization’s ability to retain them longer term. This study of over 600 change leaders from for-profit, non-profit and civil service organizations draws distinctions between Insiders and Outsiders, and develops an instrument for bonding social capital that is generalizable to contexts with the individual as the unit of analysis. Our findings indicate that bonding social capital and perceived organizational support appear to play primary roles in the turnover intention of Outsiders. This differs from Insiders who appear to be affected by their identification with the organization and perceived organizational support, influencing organizational commitment, leading to mitigation of turnover intention. Unlike for Insiders, we found the extent to which an Outsider is committed to a career of leading change can negatively influence his intention to remain with the firm. We caution organizations who hire Outsiders to lead change projects to continue to “use them, love them or lose them” as leaders of challenging change initiatives, and not assume that Outsiders will become committed to the organization and become Insiders.
Doctorate of Management Programs
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Show moreThis research attempts to correlate outcomes of the change process as changes in work behaviors, the individual response to change on the frontlines of an organization, in terms of change content and process attributes. A goal of the research was to use existing research to develop an integrated understanding of what happens when change is implemented by understanding potential mechanisms that may be involved in influencing successful change. A causal model of organizational change is developed, based upon the theory of planned behavior, with attitude as a precursor to changes in work routines, and causal linkages are hypothesized via three influence mechanisms; structural, efficacy, and social. The model is tested in two different settings, and the results suggest that the three mechanisms play a different role during formation of behavioral intention and manifestation of behaviors. The study reinforces the use of traditional intervention strategies like participation, leadership and communication but highlights the role of supervisors of frontline staff, the importance of consistency of organizational change interventions, and the role of affective response during change.
Doctorate of Management Programs
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Show moreThis paper proposes a research initiative to investigate the factors that may inhibit women from entering their family’s business in a managerial or decision making capacity. Based on a review of the literature, very few women become successors in family firms. In 1994 only 2% of CEO’s in family businesses were female. Yet, despite the abundance of literature on succession in family businesses, few studies have examined the experience of daughters of family business owners. Some literature investigates the experience of daughters who have entered their family’s business, but research on daughters who have not entered their family’s business is negligible. Family businesses are known to be complex systems that generally do not survive past the first generation. Information from this study could reveal positive and negative practices that may ultimately contribute to the success or failure of the business. Basing our model on Ajzen’s Theory of Planned Behavior (1991) we examine the influences of behavior beliefs, subjective norm, self-efficacy, identity, and observational learning on the decision making process of offspring to enter, or not enter, the family-business.
Doctorate of Management Programs
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Show moreCorporate funding for executive education (EE) programs perceived as too academic and not sufficiently relevant has waned in recent years. Previous investigations conducted at the macro level point to a disconnect between science and practice in business schools, but no micro level studies have explored how faculty and managers of EE programs experience and cope with conflicting orientations that might influence the design and delivery of EE programs. Irrespective of EE program ranking, our findings reveal enduring tensions resulting from structural and social differences between the two. Both EE faculty and EE managers feel constrained by these tensions and exercise agency to overcome them in delivering EE programs. To the potential detriment of EE programs, however, their efforts relieve only some structural sources of tension, leaving social identity differences between the groups unchanged. This impedes the emergence of deep, authentic collaboration in developing custom EE programs that can reverse waning corporate loyalty.
Doctorate of Management Programs
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Show moreThe instrument for industrial pollution control in Nigeria is the “command and control” approach. It specifies the adoption of technology for a firm’s compliance with statutory permissible levels of wastewater effluent parameters. However, the industrial pollution laws are poorly enforced. Previous studies indicate there has been some adoption of cleaner technologies by some industries. However, it is uncertain whether the driver of the eco-innovation is the environmental policy or whether other factors are involved. The pulp and paper industry is a sector in which environmental developments will significantly affect future economic performance. This sector depends on forest resources and recycled paper for its raw materials. It is one of the most energy intensive of all industries; emits a wide range of toxic and conventional pollutants to air, water and land; and is one of the largest contributors to the solid waste stream. The purpose of this study is to investigating the drivers of environment-benign technologies in the pulp and paper industry in Nigeria. The study attempts to identify empirically the conditions under which cleaner technologies have been adopted, leading to competitiveness in the pulp and paper industry in Nigeria. This research will be conducted through a qualitative approach using individual structured interviews of conversation and narrative (phenomenological) with participants through the use of a natural flowing dialogue of questions and answers. Twenty five interviews will be conducted covering selected pulp and paper industries, relevant government ministries, selected national research institutes and professional associations within the pulp and paper industries. Data analysis will be carried out using open coding, axial coding and selected coding with a combination of intelligent qualitative analysis coding software, qualrus and manual coding. The findings from the study will document firm characteristics, ownership structure, and rate of adoption of eco-innovation technologies within the pulp and paper industry in Nigeria. The results of the study will also document the drivers of environment-benign technologies in the Nigerian small, medium and large scale pulp and paper industry. The study will also indicate the conditions under which cleaner technologies can drive competitiveness in each segment of the Nigerian pulp and paper industry.
Doctorate of Management Programs
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Show moreWe propose qualitative research to understand how majority and minority undergraduate college students construe meaningful intercultural experiences (MIEs), under what circumstances these experiences are likely to occur, and to what extent they lead to deep-level diversity in voluntary organizations. This research will facilitate greater understanding of the enabling and constraining factors that affect MIEs. The conceptual framework for this research focuses on individuals engaging in sustained interactions of favorable contact with diverse group members who are willing to move outside of their “comfort zones” and develop cross-cultural skills. The interview sample will focus on undergraduate student members and alumni of Alpha Phi Omega, a national service organization. The prevalence of homophilous groups acts to inhibit the formation of crosscultural networks and skills (McPherson, Smith-Lovin, and Cook, 2001), while heterogeneous groups have a broader range of knowledge, expertise, and perspectives and also produces higher-quality solutions to complex problems (Hoffman, 1959). Organizations with a superordinate mission who maintain Ely and Thomas’ (2001) “integration-and-learning” perspective may develop a culture of diversity that helps individuals learn from members’ diverse experiences and gain bridging social capital. Understanding the influence of MIEs on organizational diversity will provide insight into ways organizations can move beyond representative diversity to pluralistic diversity (Harrison, Price, and Bell, 1998).
Doctorate of Management Programs
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Show moreIn Israel, an innovative program called Entrepreneur/ Executive in Residency (EIR) was initiated by venture capital firms to increase the probability that ICT startup/seed ventures will be funded. EIR programs help VCs to maintain 6%-10% of their portfolio (measured in invested dollars per year) in ventures in the startup/seed stage. This research, based on qualitative interviews with Israeli VC executives and entrepreneurs who participate in EIR programs, promotes understanding about how EIR programs work to increase the perceived confidence coefficient of the VC partners until it overcomes the “equity gap” that exists in assessing startup/seed entrepreneurial deals. Variant types of trust (goodwill trust and competence trust) and the exercise of certain controls (most importantly, social control) are seen to influence perceived future transaction and monitoring costs that comprise the “equity gap.”
Doctorate of Management Programs
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Show moreTheories of technology product adoption and diffusion fail to adequately explain social contagion or viral growth. Additionally, the role of product design in users propensity to use and recommend products is both understudied and poorly understood. To address a vexing gap in knowledge about what explains viral growth, we conducted ethnographic interviews with technology executives and users of two social networking sites that have experienced dramatically different growth patterns. Our findings reveal that product co-production and user self identity- not product attributes fuel viral growth. Social networking products co-produced by users and providers, with meaning socially constructed by customers, permit users to more effectively establish and maintain their self-identities and are far more likely to result in social contagion than are engineering-centric products. User experiences with Facebook and Friendster and organizational responses to them demonstrate the role of self identity and in particular five specific selves on viral growth.
Doctorate of Management Programs
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Show moreThe executive education industry seems headed towards increased collaboration. This research explores ways university-based business schools and corporations interpret the rapidly changing environment in which they operate. Using population ecology as a theoretical framework, it seeks to understand the decision factors and processes used by providers and purchasers to develop new species of programs. It also explores reasons for the death or modification of existing programs species. The units of analysis are organizations (business schools and corporations)and the focus is on executive education programs, mainly non-degree, but also credit and degree programs. The sources of information are primarly those people who make decisions about the status of programs for their companies or business schools. Research in the literature on organizational/population ecology as well as on current trends in executive education supplements the analysis. Through a series of more than twenty five interviews with corporate and academic management educators, an attempt is made to understand and describe the mental models of institutional leaders. The focus is on reasons for their decisions to start and end programs either unilaterally or jointly. Major themes derived from the research include the evolutionary path species of executive education programs have taken, vulnerabilities faced by types of executive education programs (and the corresponding coping strategies schools and companies employ), trends in collaboration, and the connection between outcomes assessment and the intensity of provider/producer relationships. The greatest growth opportunities appear to lie in closed (restricted) enrollment programs, both customized (i.e., designed to facilitate culture change) and organizational problem solving (designed to produce real-time while engaged in action learning.) For most institutions, a balance between open and closed programs is a viable strategy. The report deals with characteristics that appear to favor the creation and survival of program species such as: reliability, accountability, reproduceability, incorporation of change at the sub-unit level, niche marketing, and the different boundary spanning practices of academic organizations (which favor buffering) versus corporations (which favor bridging.) Where trust has been established, the development of new program species may take place simulaneously with both parties contributing to and deriving value from the effort, a process termed "coevolution." Action recommendations for both business schools and corporations are provided.
Doctorate of Management Programs
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