ENVIRONMENT, ORGANIZATION AND EFFECTIVENESS: A BIOGRAPHICAL APPROACH[1]

Answers to the question of what makes an organization effective have proved elusive despite more than 20 years of intensive theorizing and research. Yet the search for answers, which gained momentum with Lawrence and Lorsch's (1969) Organization and Environment, clearly has had salutary effects on students of organizations and their work. This paper offers an approach to analysing organizations explicitly based on two of those benefits. The first is the shift toward a more dynamic orientation for explaining organizational configurations and outcomes. The second is the identification of strategic decisionmaking as the key link between organizational environment, structures, and effectiveness. By merging these two, we construct a biographical approach to the study of organizations. This approach sees organizations as evolving through time in response to, or in anticipation of, both external and internal forces. We view effectiveness as the outcome of a variety of decisions taken by one or more groups of organizational actors - elites or coalitions - in the context of bounded rationalities and environmental and structural constraints. So decision processes underpin observed configurations of environmental and structural features and link these configurations to effectiveness. An organization's biography - the pattern of its evolution - can be conceptualized as a succession of decisions and their consequences, with some decisions having a major long-term influence on the direction taken by the organization and its effectiveness, while others have but an incremental influence. This article is an initial effort to make concrete our ideas. The opening section discusses organizational decision-making and organizational effectiveness. This is the core of our approach: a basis for categorizing organizational decisions and in particular for singling out those which can be regarded as strategic. It is our contention that significant decisions vary across organizations and that it will embrace rather than ignore history and context. And ultimately, it will enhance our understanding of organizational effectiveness.     

FORGING THE IRON CAGE: INTERORGANIZATIONAL NETWORKS AND THE PRODUCTION OF MACRO-CULTURE

This article examines how organizations participate in shaping the cultural environments of the nations that they inhabit. Cultural environments, we argue, emerge in a primarily unintended fashion as a consequence of routine, network interactions among organizations in four overlapping yet analytically distinct sectors: government, the mass media, educational institutions, and the business community. Differences in the structure of these national networks condition dynamic patterns of change in nations’cultural environments. In highly centric national networks, government will tend to dominate the production of cultural environments. In less centric networks, other institutional sectors play more commanding roles.     

STRATEGY AND STRUCTURAL ADJUSTMENT TO REGAIN FIT AND PERFORMANCE: IN DEFENCE OF CONTINGENCY THEORY

Comparative, contingency approaches to organization structure have been criticized as being inherently static. The present article argues that functionalist theories and quantitative methods can explain structural change. This is exemplified by a diachronic enquiry into strategy and structure. Several propositions about organizational dynamics relating diversification, reorganization and performance are supported. However, the notion of contingency adjustment to structure to attain match as a frequent alternative to structural adjustment to contingencies is not borne out. Neither of the two prevailing theories of structural change, ‘contingency determinism’nor ‘strategic choice’, is completely adequate and a third formulation is advanced: that of ‘structural adjustment to regain fit’. While structural-functional enquiry into organizations using comparative quantitative methods has yielded information about structural statics, the contribution to knowledge of dynamics seems more problematic. This article seeks to record that structural-functionalism does inform the analysis of organizational change and to show that quantitative contingency approaches can illuminate change if the theory used in the analysis is formalized properly. This involves the partial abandonment of both of the main prevailing theories of structural change: contingency determinism and strategic choice. In their place this article offers as a potentially more fruitful model the structural adaptation to regain fit formulation. Within this the role of performance is shown to be important. The advantage of this framework is demonstrated empirically by means of an examination of the relationship between strategy and structure.     

Technical professionals,technical managers and the integration of vocational consciousness

This article reports on a study of technical professionals and technical managers in research and development laboratories. The basic premise which derives from John Holland's theory of vocational choice is that stable personality characteristics are associated with the different groups, and that these stable differences create an adaptive differentiation between the two groups. It is further suggested that this system of differentiated persons and occupational roles results in a partial key to the dilemma of autonomy versus control in organizations.     

ENVIRONMENTAL CHARACTERISTICS AND ORGANIZATIONAL CLIMATE: AN EXPLORATORY STUDY

This article is primarily concerned with exploring the relationships between organizational climate and characteristics of organizational environments. Environmental characteristics include dependencies, competition and uncertainty. In addition, the relationship of climate and environments with dimensions of organizational structure and size are examined. Using data from 15 industrial organizations in Britain, the results have shown that different environmental characteristics have different associations with organizational climate. Also, the relationships between organizational environments and climate are not similar to those found between environments and structure. It is suggested that the creation of appropriate climates and structural design as responses to environmental pressures may be considered as complementary strategies in an attempt to maintain administrative control. The results, therefore, provide support for the suggestion that, in order to improve our understanding of the dynamics of organizational climate, characteristics of organizational environments should be incorporated into future research designs.     

Rethinking the policy of contracting out Social Services to non-governmental organizations

The article describes, analyzes and evaluates the lessons and dilemmas resulting from the Government's policy of contracting out with non-governmental organizations for the provision of three types of services: foster care, adoption and home care services for the elderly. The dilemmas are: structural tension between governmental control and autonomy of provider organizations; power?–?dependence relations between the Government and the providers, the choice option available to clients; the ethical, moral and professional aspects of contractualism; the myth of innovative programs initiated by provider organizations; service quality versus price of services; and accountability of provider organizations to their stakeholders. Based on the lessons learned, the article highlights the need to rethink the strategy of contracting out and reassess the role of the Government in providing social services.     

Toward High Reliability Project Organizing in Safety‐Critical Projects

High reliability organizations claim to be special organizations that have consistently demonstrated safe performance in operating environments, which are simultaneously of high technical complexity, high consequence, and high tempo. This article argues that the literature on high reliability organizing, which emerged through studying day‐to‐day operations in the nuclear industry, air traffic control industry, and U.S. navy aircraft carriers, might hold important lessons for how the project management community can approach the management of safety‐critical projects—projects in which safety is of paramount importance. Its aim is to consider how high reliability organizing might be realized in these safety‐critical projects.     

THE RELATIONSHIP BETWEEN TYPES OF INNOVATION AND ORGANIZATIONAL PERFORMANCE

The relationship between adoption of administrative and technical innovations over time and its impact on organizational performance was studied. A confirmatory analysis of the data from 85 public libraries showed that, over consecutive time periods, changes in the social structure, portrayed by the adoption of administrative innovations, lead to changes in the technical system, portrayed by the adoption of technical innovations. Empirical support was also provided for Daft's (1982) framework for organizational innovation that was found to be effective in separating organizations based on their performance levels.     

INFORMATION TECHNOLOGY,CONTROL AND POWER: THE CENTRALIZATION AND DECENTRALIZATION DEBATE REVISITED*

This article addresses the conceptualization of power in relation to the use of computers in organizations. Commonly held views that the application of computer based information systems leads to either a centralization or a decentralization of power and control, or that computers merely reinforce the power of dominant actors, are criticized, and an alternative view is put forward which focuses on the symbolic and disciplinary dimensions of the development of information systems. This perspective is then illustrated in connection with the development of management information systems in the National Health Service.     

THE MANAGEMENT OF NEW OFFICE TECHNOLOGY: CHOICE, CONTROL AND SOCIAL STRUCTURE IN THE INSURANCE INDUSTRY

Amongst the growing literature on the technical and social aspects of microelectronics in work organizations, a considerable portion has direct or indirect pertinence to the question of managerial practice. That segment of the literature relating to new office technology is perhaps especially conscious of this angle — not least because this sphere of innovation has a clear bearing on the managerial role itself. Drawing both on theoretical issues extracted from this literature, and on empirical studies in three insurance companies, it is argued that while control is of crucial long-term importance in shaping the general direction of organizational change using new technology, there are sound sociological reasons why the path which is beaten out in that direction remains a far from straight one. Moreover, while differences in organizational practice between these organizations are found to exist, these appear to be associated only indirectly with the diverse levels of technological sophistication.     

我国民办教育中的营利性问题及税收优惠

虽然我国民办教育事业中已存在营利性机构,但我国法律将从事民办教育事业的机构都认定为不以营利为目的的公益性机构,并没有明确区分其中的非营利性和营利性组织,更没有积极地规范营利性教育机构的行为。因此,长期以来营利性教育机构享受与国办教育机构一样的税收优惠,这在造成税收流失的同时也损害了非营利性教育机构的利益。     

Strategic operations management decisions and professional performance in U.S. HMOs

Professional service organizations are becoming an increasingly important segment of the service sector in the U.S. but little attention has been paid to the management of these organizations, particularly in relation to technical performance. This paper reports the findings of a survey of managers of Health Maintenance Organizations (HMOs) which related operations management decisions about organization, workforce management, quality management and planning and control, to clinical process and outcome performance.This research demonstrates that managerial decisions do affect clinical performance in HMOs. These findings have implications for both researchers and practitioners. For researchers, the study provides a framework for future research on the important link between management decisions and technical performance in professional service organizations. For practitioners, this study suggests that technical performance will be enhanced when professional work is appropriately managed.     

正确定位中职文化课地位与功能推进其改革

文章分析了职业教育的不同阶段,教育界对于文化课地位与功能的不同认识。指出应正确定位中职文化课的地位与功能,从而推进中职文化课在教育观念、课程内容、课程实施、课程评价等方面的改革。     

Power learning: racing ahead of your competition

Adhering to accepted practices, not wanting to rock the boat, and squelching dissenting opinions sentence organizations to a repetition of their mistakes. To be successful, organizations must continually learn. Organizations that learn are competitive. They are on the leading edge. They create their own futures instead of being created by their futures. The objective of this article is to present a new approach to learning that greatly enhances the quality of training and educational programs. The key subjects include learning styles, left and right brain processing, and the 4MAT System. In addition, two brief case studies are presented.     

大学生党员创先争优内驱力研究

根据大学生党员特点,高职院校基层党组织特点,紧紧抓住党员意识是党永葆生机的内聚力和内驱力这一要素,通过对大学生党员创先争优活动内驱力研究,形成教育主体与教育客体的双向互动,从大学生党员的实际出发,从其发展的内在需要出发,引导和塑造学生良好的道德品质,使大学生党员在创先争优活动中达到学习实践科学发展观活动的延展和深化。     

THE BROKEN WHEEL: THE INSEPARABILITY OF AUTONOMY AND CONTROL IN INNOVATION WITHIN ORGANIZATIONS

There is an ambiguity at the centre of our understanding of innovation in large, specialized organizations. The literature is split as to whether individual autonomy or hierarchical control leads to an increase in innovative activity. In this article, I argue that this uncertainty is the result of an inappropriate conceptualization. In my view, autonomy and control are inseparable aspects of managerial action, not independent empirical phenomena. Innovation in an organization requires the simultaneous regulation of autonomy and control in order to promote creativity and experimentation but still produce results that can be manufactured and marketed or institutionalized. I develop an interpretive concept of culture to analyse the relationship between autonomy and control, and I apply this conceptual framework to managers and engineers in an electronics company as they attempt to innovate. Four general conclusions emerge. First, autonomy and innovation can never be ends in themselves but always depend on a context of control for their relevance to the organization. Second, under conditions in which innovation is required and autonomous behaviour is important, general management control is needed as a sort of switching station to regulate interaction and set and enforce priorities. Third, when control and autonomy are not in balance a vicious circle can develop which undermines commitment to an organization's goals. Fourth, innovation in organizations requires participants to have a highly developed sense of the legitimate possibilities of autonomy in organization.     

Transfer of marketing knowledge to Catholic primary schools

While the role and importance of marketing have grown in nonprofit organizations, marketing knowledge in nonprofit education organizations, specifically primary schools, is sparse. This paper reports the research findings of an exploratory study designed to examine the transfer of marketing knowledge to Catholic primary schools. It identifies and explores what school leaders know about marketing, how they acquire that knowledge, and what factors contribute to or impede its development. Qualitative data gathered from Catholic school educational leaders reveal that while marketing is viewed in schools as an important management function, marketing knowledge is slow to transfer. Findings reveal that marketing knowledge is primarily developed unintentionally, as a result of trial and error, and that a lack of formal marketing training results in a heavy dependence on volunteers. Findings also indicate that school leaders have minimal autonomy under the Diocese, which, along with economic, cultural, and structural barriers, functions to limit marketing knowledge development. It was also found that, although cross‐sector cooperation is desired among educational leaders, it is not pursued, further limiting the transfer of marketing knowledge. Theoretical and managerial implications for resource‐strapped primary schools in competitive environments are discussed.     

深基坑支护结构的施工技术选择分析

本文根据北京地铁14号线工程的施工中出现的问题,总结地铁深基坑支护体系采用两种结构形式的施工经验,通过施工方案对技术质量控制、成本控制方面的对比总结深基坑支护结构的施工选用的方案注意事项,为地铁施工方案制定提供依据。     

ORGANIZATIONAL STRUCTURING: AN EMPIRICAL ANALYSIS OF THE RELATIONSHIPS AND DIMENSIONS OF STRUCTURES IN CERTAIN FINNISH COMPANIES

The relationships of structure and structural factors at a general level are examined on the basis of data from a Finnish sample of mostly small and medium-sized industrial organizations. the sample, which consists of shoe and clothing firms, is homogeneous in terms of basic technology and industrial environment. the structural relationships are analysed from the point of view of size so that the interaction or concurrence of size and specialization is seen as a primary determinant of the systems of structural relationships. Some additional contextual variables are included in the analysis. Further, the factors or dimensions of structure reported are built on the basic variables of coordination and control. the factors are managerial supervision, the administrative component in general, including the clerical component, which is of particular importance, and impersonal mechanisms.     

CULTURAL CHANGE: AN INTEGRATION OF THREE DIFFERENT VIEWS[1]

In this article we integrate three disparate views of culture and cultural change. With each view comes a distinct set of implications about the nature, scope, source(s), and consequences of culture change. Each view also suggests distinct implications for those who wish to manage cultural change in organizations. We argue that to understand how organizations change, in general, it is important to understand these disparate, yet interrelated processes of cultural change. We present these three views of culture and cultural change processes in organizations.