Ambidexterity and Knowledge Strategy in Major Projects: A Framework and Illustrative Case Study

We develop a framework to analyze the multi‐level knowledge requirements of complex, major projects in terms of ambidexterity—the ability to exploit (refine existing knowledge) and explore (develop new knowledge). This is an important theme within the wider literature, yet practical operationalization methods for managers and researchers are not evident. We demonstrate the ambidexterity view through an illustrative case study of telecommunications delivery for the London 2012 Olympic Games and show how these concepts can be used to create an effective knowledge strategy. We offer a structure for the analysis of knowledge utilization in projects.     

Exploring early purchasing involvement in discontinuous innovation: A dynamic capability perspective

This paper aims to address the gap concerning our knowledge about early purchasing's involvement (EPI) in new product development (NPD) projects in contexts characterized by discontinuous innovation. We adopt a dynamic capability perspective to explore how existing sourcing and supplier relationship management capabilities are adapted when purchasing agents become involved in discontinuous innovations projects. We use an embedded case-study approach to study four NPD projects in a heating, ventilation, and air conditioning (HVAC) company. The case studies are based on interviews with managers and staff from the research and development, purchasing, and marketing departments, as well as suppliers involved in the projects. Our empirical findings capture emerging purchasing practices including a “reversed” sourcing process, purchasing-marketing interaction, and the coordination of “a learning atmosphere” between the R&D department and suppliers through proactive innovation meetings and creativity workshops. We derive propositions to conduct further research into the role of the purchasing department in times of discontinuous innovation. We also provide a framework of sourcing and supplier-relationship practices that firms can use when embarking on discontinuous innovation.     

The more funding the better? The moderating role of knowledge stock on the effects of different government-funded research projects on firm innovation in Chinese cultural and creative industries

Based on prior research, this study attempts to examine how effectively government-funded research projects (GFPs) can facilitate firm innovation in the cultural and creative industry (CCI), as well as the internal organizational contingency associated with the effects of GFPs. Specifically, this paper differentiates two types of GFP -- central-government-funded projects (CGFPs) and local-government-funded research projects (LGFPs) -- and explore how effectively the two types of GFP affect two types of firm innovation, i.e., radical innovation and incremental innovation. Based on an empirical study of the panel data of Chinese innovative firms related to the CCI, this paper finds that CGFPs have an inverted U-shaped effect on both firms’ radical innovation and incremental innovation in the CCI, while LGFPs have an inverted U-shaped effect on firms’ incremental innovation, but they have no significant effects on firms’ radical innovation. The effects of both CGFPs and LGFPs are moderated by firms’ knowledge stock.     

创新型企业的组织结构设计研究

成功的创新需要合适的组织结构的支撑,而当前的企业组织结构存在阻碍创新的弊端。创新型企业要求的组织结构应具有分权化和开放系统性特征,二元组织(Ambidextrous Organization)思想和生存系统模型(Viable Systems Model,VSM)为创新型企业的组织设计提供了新的思路。创新型企业应进行组织结构的重设,分别设立日常事务部和创新业务部,并将创新业务部分为创新业务经理、信息部、协调部、控制部和操作部,为提高创新型企业的自主创新能力提供组织保障。     

What You Should Know About Megaprojects and Why: An Overview

This paper takes stock of megaproject management, an emerging and hugely costly field of study, by first answering the question of how large megaprojects are by measuring them in the units of mega, giga, and tera, and concluding with how we are presently entering a new “tera era” of trillion‐dollar projects. Second, total global megaproject spending is assessed, at US$6 to US$9 trillion annually, or 8% of the total global gross domestic product (GDP), which denotes the biggest investment boom in human history. Third, four “sublimes”—political, technological, economic, and aesthetic—are identified and used to explain the increased size and frequency of megaprojects. Fourth, the “iron law of megaprojects” is laid out and documented: Over budget, over time, over and over again. Moreover, the “break–fix model” of megaproject management is introduced as an explanation of the iron law. Fifth, Albert O. Hirschman's theory of the “Hiding Hand” is revisited and critiqued as unfounded and corrupting for megaproject thinking in both the academy and policy. Sixth, it is shown how megaprojects are systematically subject to “survival of the unfittest,” which explains why the worst projects get built rather than the best. Finally, it is argued that the conventional way of managing megaprojects has reached a “tension point,” in which tradition is being challenged and reform is emerging.     

Organizing innovation projects under technological turbulence

Research on the organization of innovation projects suggests that increased project flexibility is a common reaction to high levels of technological turbulence. However, existing definitions of project flexibility are inconsistent and sometimes unclear, and empirical evidence is limited. This article makes an important distinction between flexible project planning and flexible project specifications. A negative relationship is found between flexible project planning and innovation project performance, whereas flexible product specifications are found to contribute positively.This article also examines how technological turbulence contributes to the choice of flexible or inflexible strategies. Technological turbulence can be present in the external environment or can be internal to the firm, when radically new products are developed. The findings suggest that when businesses perceive technological turbulence in the environment they are more likely to adopt flexible approaches to innovation in an attempt to adapt to external pressures. In technologically innovative projects, product specifications are likely to remain fixed while project organization is likely to be adapted to the needs of the project.Taken together, the findings suggest that innovation projects should maintain stable organization, schedules and budgets, but stay flexible about product specifications. Vigilance with regards to external and internal conditions of technological turbulence, which may lead organizations to be more flexible in terms of project planning, is needed.     

From ‘Publish or Perish’ to Societal Impact: Organizational Repurposing Towards Responsible Innovation through Creating a Medical Platform

Why would an academic project incentivized towards scientific publications be repurposed to become a medical platform for responsible innovation? Patient Innovation, a non-profit medical platform that focuses on the sharing and dissemination of innovations to find solutions for rare and chronic diseases, was initially set up as an academic research project. However, team members reframed their core purpose from conducting research on user innovation to providing global access to these innovations and creating societal impact. Using a framing lens to understand organizational repurposing, we illuminate how serendipitous inspiration, moral emotions and the power of socially conscious users and catalysts drove this emergent reframing of core purpose and develop a model of organizational repurposing. We show how a frame drift towards a change in purpose occurs spontaneously in interactions, as actors frame and reframe situations and feel inspired and morally motivated to transcend their immediate self-interests and serve collective goals.     

Green Buildings and Organizational Changes in Italian Case Studies

International policies indicate the building sector as one of the most promising for sustainable development. According to the Intergovernmental Panel on Climate Change (IPCC), it has the greatest and cheapest potential for delivering significant greenhouse gas emission reduction. However, early experiences of sustainable construction have shown that both a social and a technical transition are required. Consequently, the changes in organizational aspects of firms involved in construction represent an urgent research theme. This paper investigates how inter‐firm relationships are changing as the sector moves towards green building. The organizational model between firms is described at the integration level with suppliers, the integration level between the general contractor and the design team, the degree of specialization of involved firms and their sustainability certifications. These features have been analyzed in case studies collecting data through interviews. This paper compares organizational aspects in traditional and green buildings. Results suggest that green buildings are associated with inter‐firm relationships of comakership with suppliers and with the design team, and with firms with a portfolio focused on sustainable projects. Finally, among the case studies, sustainability related certifications are scarcely related to the greenness level of the building. Copyright © 2012 John Wiley & Sons, Ltd and ERP Environment.     

王村煤矿全员创新实现模式案例研究

近些年来,全员创新成为了企业研究的热点问题,许多企业也将全员创新作为加强自身竞争力的有效途径而推行。然而在实践中真正能够实现全员创新的企业并不多见。本文主要采用文献查阅和实地调研的方式,通过剖析王村煤矿创新历程,分析其全员创新的实现案例,总结全员创新实现模式。王村煤矿立足岗位的创新项目分类,＂个人创意＋组织后援＂的流程...     

Analyzing the sustainability of a newly developed service: An activity theory perspective

New service development (NSD) is the process of creating new services to fulfill target customers' needs. It is essential that an NSD project team cooperate across organizational boundaries and various disciplines to achieve the sustainability goal of an NSD project. This study adopted Activity Theory to understand dynamics of complex service innovation system and model the actions taken by different entities in telehealth service projects, in which we identified important contradictions that affect the sustainability of newly developed services. Based on multiple case study findings, this research identified challenges for these new service development projects such as user needs identification, the involvement of emergent technology and collaboration between entities from different industries. This study contributes to the NSD research by proposing five propositions which could be used for guiding stakeholders to effectively manage NSD projects to offer sustainable newly developed services.     

The impact of technological learning on NPD outcomes: The moderating effect of project complexity

The innovative status of an emerging market is largely attributed to the technological learning maturity of its finest multinational companies (MNCs). This study uses the information processing perspective to investigate the impact of inter-/intra-functional technological learning (knowledge acquisition, information distribution, information interpretation and organizational memory) of 105 project teams on new product development (NPD) outcomes (project success, development speed and product entry timeliness) across nine MNCs. Of the four technological learning dimensions, only organizational memory did not possess a direct relationship with any NPD outcome dimensions. This study further contrasts the above impact across varying levels of project complexity. Information interpretation and organizational memory contribute to project success for low complexity projects. Conversely, for high complexity projects, development speed is contingent on organizational memory.     

应用型本科高校实施大学生科研创新项目的探索与建议

近年来,实施大学生科研创新项目被普遍认为是一种有效地创新人才培养途径。本文以重庆科技学院实施大学生科研创新项目为例,介绍了实施大学生科研创新项目的现状和重要性,并针对实施过程中存在的大学生认识不足、后续性差和管理机制等问题,提出实施大学生科研创新项目的几点建议,对应用型本科高校培养创新人才的途径具有一定的启发意义。     

The impact of organizational climate and strategic fit on firm performance

A firm's organizational climate—its degree of trust, morale, conflict, rewards equity, leader credibility, resistance to change, and scapegoating—helps determine its success. Likewise, organizational strategy—the firm's commitment to capital investment, innovation, quality, and the like—has also been found to be an important determinant of firm performance. However, prior work has most often explored the impact of climate and strategy separately, and not in tandem. In our study, we develop a measure of organizational climate comprised of tension, resistance to change, and conflict, and go on to show that at least for some pairings of a firm's climate and its strategy, there is a negative effect on return on assets (ROA). © 2004 Wiley Periodicals, Inc.     

Rules of the game: constructing norms of influence,subordination and constraint in IT planning

This paper examines how norms develop and influence the planning of technological and organizational change. A case study highlights the influences of a broadly held management innovation as it is introduced into an existing organizational culture, demonstrating how norms play a role in attempts to introduce technical and management innovations. In the case, three sources of normative structuring—business process re-engineering, the consultant, and the target organization's business environment—converged to create new rules defining how to conceptualize the problem space, the appropriate ways to approach problems, who had actionable authority and how ideas were to be expressed. The emergent normative context trapped the group in a malfunctioning process and eliminated opportunities to question the process or to suggest alternative directions. This case highlights how analyzing normative systems holds promise to improve scholarly understanding of organizational technologies and to refine managerial tools for technological and organizational innovation.     

Fear Becomes the Unintended Consequence of Creativity/Innovation

Creativity and innovation are essential elements for growth in organizations to achieve a competitive advantage. Transformational leaders often exhibit traits reflective of being creative and innovative, thus creating a cultural climate that fosters, embraces, and produces effective change. That productive organizational atmosphere can become toxic and initiate unintended behavioral consequences. People are psychologically and physiologically attracted to stability. The continual burden to develop effective creativity and innovation outcomes creates organizational and individual stress. Stress, which unconsciously produces fear, develops from the initial pressure to create ideas and subsequent effective innovations. Next, anxiety is heightened relative to performance expectations. Finally, a successful innovation becomes an expectancy barometer, adding supplemental stress and anxiety about future ideas and initiatives. The unintended consequence of fear can manifest into resistance and an unconscious inhibitor in producing creativity and innovation.     

Empirical analysis of organizational archetypes based on generation and adoption of knowledge and technologies

The generation and adoption of technologies have been considered key factors in resolving inconsistencies in research on the innovative phenomenon, though few studies have taken this stance. In this paper, we empirically test the validity of this theoretical framework, using the data of 87,911 surveys of firms in 13 European countries from CIS-2012. This information has allowed us to find strong evidence for the existence of four organizational archetypes based on the generation and adoption of technologies, with relevant differences in organizational characteristics and tendency toward radical innovation in products.     

A Multi‐Dimensional Framework of Organizational Innovation: A Systematic Review of the Literature

This paper consolidates the state of academic research on innovation. Based on a systematic review of literature published over the past 27 years, we synthesize various research perspectives into a comprehensive multi‐dimensional framework of organizational innovation – linking leadership, innovation as a process, and innovation as an outcome. We also suggest measures of determinants of organizational innovation and present implications for both research and managerial practice.     

Learning and relationship orientation: an empirical examination in European museums

• The purpose of this paper is to assess the interrelations between learning orientation, innovation strategy, relationship orientation and economic and social performance in the management of cultural organizations such as museums. We first provide a review of the literature addressing the main constructs involved in the research: learning orientation, innovation, relationship orientation and performance, and we detail the model's hypotheses reflecting the interrelations amongst the proposed variables. Building on extensive literature, a model is developed and empirically tested using survey data collected from 491 European museums in Spain, France, Italy and the UK. Data are analysed through structural equation modelling. In the present study, evidence is found to support the positive and significant link between learning orientation and internal (organizational innovation) as well as external (relationship orientation) changes in museums. Further, we find that organizational innovation and relationship orientation aid the introduction of greater technological developments in these organizations. We also find evidence to support the idea that learning orientation, innovation strategy and relationship orientation impact the economic and social performance of museums. Findings clearly show that achieving organizational objectives through learning processes necessarily entails the introduction of internal changes—innovation—and external relationships—relationship orientation.

Copyright © 2014 John Wiley & Sons, Ltd.     

When age does not harm innovative behavior and perceptions of competence: Testing interdepartmental collaboration as a social buffer

Can older managers overcome stereotypes relating age to low competence? We integrate the literature on age and cognitive ability with research on innovation to explore whether—and if so, when—employees' age harms performance and promotability appraisals made by their supervisors. Multisource, time‐lag data from 305 project managers indicate that the negative stereotypes can be explained through decreased innovative behavior. However, older employees are not always seen as poorer performers with less potential to be promoted due to their reduced innovative behavior. Rather, interdepartmental collaboration moderates these effects. Specifically, older employees with low interdepartmental collaboration are less innovative and receive worse performance and promotability appraisals than younger employees, but the “age handicap” vanishes when older employees collaborate with members of other departments. Organizations should foster formal or informal collaboration among units to prevent negative consequences of an aging workforce.     

The contextualization of human resource and quality management: a sensemaking perspective on everybody's involvement

The principal idea of this paper is that human resource management (HRM) and quality management (QM) ideas require contextualization when used to change organizations. Here, contextualization stands for the process that leads to a shared meaning, i.e. the majority of the co-workers in an organization understand and define a concept or change in terms that are shared and accepted. In the present paper, we study a strategic change project, based on HRM and QM ideas, conducted at the County Council of Värmland (CCV), the public healthcare authority in the County of Värmland in Sweden, where the focus was on everybody's involvement. Our interpretation of the project shows that a shared meaning of the concept of everybody's involvement was not reached in this particular case, i.e. contextualization did not occur. One important result of the study is that contextualization is a prerequisite for realizing HRM and QM thoughts. The paper also stresses how important it is that general and ‘non-contextualized’ HRM and QM ideas are adapted to local practices when used to direct organizational change.