CONSTRUING ORGANIZATIONAL TEXTURE IN YOUNG ENTREPRENEURIAL FIRMS

In a young entrepreneurial firm, two developmental processes are identified. One reflects the emergence of a social network whilst the other reflects the emergence of a task domain. The concept of ‘organizational dialogue’ is introduced to describe the action strategies through which these two processes are connected. The resulting textures may critically be examined to produce ‘process’ knowledge. It is argued that organizational theory can benefit from more work of this kind.     

THE INDIVIDUAL AND ORGANIZATIONAL CULTURE: STRATEGIES FOR ACTION IN HIGHLY-ORDERED CONTEXTS*

Writers in the management literature use one of three general concepts of culture: homogeneous organizational culture, heterogeneous subgroup cultures, and ambiguous cultures. In spite of their differences, each of these conceptualizations focuses attention primarily on the context in which the individual member of an organization acts, and suggests that the latitude for individual action increases as the orderliness of that context decreases. In doing so, the culture literature has underestimated the role of individual actors as active agents in their contexts, regardless of the degree of orderliness prevailing in them. By incorporating a more dynamic perspective of action into the cultural analysis of organizations, this article develops a framework which focuses attention on how individuals not only adhere to, but also depart from even highly-ordered organizational and subgroup cultures. This framework is then used to investigate managerial interactions during a planning meeting in HAPCO (a pseudonym), a Fortune 500 company. Two general conclusions emerge from these analyses. First, the normative force of HAPCO culture suppresses conflict, as well as the discussion of alternative ideas during decision-making meetings. Thus, this particular organizational culture severely limits the range of individual action. Second, even in large, highly-ordered organizations such as HAPCO, culture never completely dominates action because individuals comment critically on their situation. Consequently, individuals possess the capacity not only to adapt to, but also to challenge and depart from cultural rules. Four general types of strategies for individual action are empirically observed and conceptually distinguished.     

IMPLANTED DECISION-MAKING: AMERICAN OWNED FIRMS IN BRITAIN [I]

decision-making processes are compared in American and British subsidiaries in Britain to investigate how far processual characteristics as distinct from structural features, may be implanted in subsidiaries abroad. Managements in the British owned subsidiaries tend to route their biggest decisions through the formalities of standing committees in conformity with customary procedures, taking a comparatively long time to do so. Managements in the American owned subsidiaries tend to rely on informally assembled working groups which help to arrive at a decision comparatively rapidly through a process which does not ostensibly follow any recognized procedure. The British mode is formal within a non-formalized customary pattern, the American mode informal within a formalized frame.     

A SURVEY OF RECENT DEVELOPMENTS IN THE LITERATURE OF FINANCE AND GROWTH

Abstract.  This paper provides a survey of the recent progress in the literature of financial development and economic growth. The survey highlights that most empirical studies focus on either testing the role of financial development in stimulating economic growth or examining the direction of causality between these two variables. Although the positive role of finance on growth has become a stylized fact, there are some methodological reservations about the results from these empirical studies. Several key issues unresolved in the literature are highlighted. The paper also points to several directions for future research.     

EXPLORATIONS IN MACRO COMMUNICATION BEHAVIOUR: THE EFFECTS OF ORGANIZATIONAL FEEDBACK ON ORGANIZATIONAL EFFECTIVENESS [1]

Organizational feedback is identified as an attribute of organizations and as a form of macroscopic communication behaviour. Previous organizational theory is used to generate propositions linking organizational feedback (horizontal and vertical) to organizational effectiveness in order to evaluate the construct validity of feedback. Reliable measures of feedback are devised and the posited relationships are empirically examined using federated nonprofit organizations. Horizontal feedback is observed to be positively related to three forms of organizational effectiveness (goal attainment, superordinate approval and lateral approval). Vertical feedback is found to be positively related only to goal attainment. Organizational feedback is concluded to be a viable concept worthy of further investigation and additional research on communication as a property of organizational collectivities is recommended.     

FREEDOM AND ITS ENEMIES: PROBLEMS OF RE‐ESTABLISHING FREEDOM AND DEMOCRACY IN THE EUROPEAN CONTEXT1

The experience of living in non‐free communist societies may have made the people of Eastern Europe particularly sensitive to the weakening and ultimately the loss of freedom. Many see such a process currently taking place in a Europe that increasingly places group rights and entitlements above the rights of individuals. Such a process has been driven by a growing belief in the inevitability of market failure, a desire to use the state for personal gain and a fear of openness, freedom and competition.     

不务正业，盲目扩张——软件企业败于“自信”

案例：A公司曾经是国内一家比较知名的软件公司，该公司创立于l995年，小到两年就成功地走出了创业阶段，步入了快速成长期。公司l997、l998年分别实现收入800万元和3000万元。     

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.     

RECENT DEVELOPMENTS IN THE THEORY OF NATURAL MONOPOLY

Abstract. This paper examines two important recent developments in the theory of natural monopoly, or more generally the theory of market structure. The first is a series of papers, involving Baumol with various co-authors, investigating the theory of industry structure, whilst the second is particularly associated with the names of Shaked and Sutton, and the relationship they develop between product differentiation and industry structure. The paper surveys and to some extent contrasts these two new approaches.
Baumol et al. 's contribution is seen to be in the area of clarifying the concept of natural monopoly, refining the definitions of multiproduct costs, and developing a notion of social efficiency applicable to industries where economies of scale are important. Shaked and Sutton employ a new definition of natural monopoly unrelated to market size and utilize information about consumers'income distributions to develop their notion of vertical product differentiation and natural oligopoly.     

EMPLOYMENT PROTECTION LEGISLATION AND THE GROWTH OF THE SERVICE SECTOR IN THE EUROPEAN UNION

In modern developed economies it is the service sector that generates jobs. In Anglo-Saxon economies, where employment protection legislation is low and unions comparatively weak, services account for three-quarters of income and four-fifths of jobs. Yet in France, Germany and Italy, where the reverse is true, the service sector accounts for much less of the economy in terms of income and jobs. This article shows that employment protection legislation – defended by trade unions still dominating manufacturing in continental Europe – results in higher unemployment rates and also negatively affects the growth of services.     

RECENT DEVELOPMENTS IN QUANTITATIVE MODELS OF SOVEREIGN DEFAULT

The current crisis and discussions, in the euro area in particular, show that sovereign debt crises/defaults are no longer confined to developing economies. Following crises in many Latin American countries, the literature on quantitative dynamic macro models of sovereign default has been advancing rapidly. Current debate should take note of the findings of this literature – an extensive overview of which has been provided in this paper. This paper also discusses the inherent difficulties as well as possibilities of integrating this type of model into standard business cycle models (RBC and DSGE models). This is likely to be particularly helpful when using models to analyse upcoming issues in the euro area, such as a suitable sovereign insolvency law or the assumption of joint liability.     

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.