Formal Rules in Product Development: Sensemaking of Structured Approaches*

Many scholars consider the use of formal structured approaches to manage product development as very significant for successful product innovation. Others consider them a predictor of the likely outcome of the processes. Structured approaches can be considered management technologies for product development. Prior research has addressed the design of structured approaches and has measured how different types or generations of these are related to different processes and outcomes in different ways. However, only limited research has addressed how managers and employees actually understand and makes sense of these methods. This paper investigates how structured approaches are translated through a number of interpretations into daily practices. The research draws on research in sociology and management accounting to analyze structured approaches for product development as a managerial technology that consists of rules that individuals must understand (i.e., make sense of). The paper presents arguments for building a model of factors that influence the sensemaking of structured approaches for product development based on Scandinavian cases. First, structured approaches are presented as a type of managerial technology that consists of rules. Second, a framework to classify structured approaches for product development according to their degree of elaborateness and exhaustiveness is derived. This helps to identify the types of rule systems in companies—and how these influence everyday practices. The sensemaking from rules to practice is implemented through a number of translations, based on the context, the history, and the authorized statements and feedback processes. Empirical findings show that structured approaches differ both with respect to their degree of elaborateness and exhaustiveness. Additionally, firms differ greatly in terms of how rigorously they enforce the rules. Furthermore, the importance assigned to them by functional managers and project managers differ greatly. Even companies with extensive and elaborate rule regimes enforce the rules in a flexible manner, and rules are often applied at the discretion of project managers. Practices are influenced by the interpretation, use, and feedback from senior managers. Observations make it possible to develop a model for the sensemaking processes that influences how a specific structured approach through sensemaking is altered, modified, and sometimes even cut off from influencing innovation processes. The sensemaking of rules might reverse elaborate and exhaustive rules into quite flexible systems in practice. One implication of this is that individual sensemaking of structured approaches for product development thus needs to be analyzed to understand managerial practices. Another implication is that it cannot be assumed, a priori that formal approaches are the same as exercised practices.     

Employee Participation,Ownership, and Productivity: A Theoretical Framework

A new conceptual framework to define and differentiate among diverse forms of employee ownership is developed. Two central rights associated with ownership, return and control rights, are identified. Their impact on individual motivation, individual performance, organizational structural variables and organizational performance is evaluated. We show how, over certain ranges of combinations of control and return rights, the relationship between alternative ownership arrangements and organizational performance may be nonlinear. The implications for the introduction of employee ownership and the evaluation of empirical work are considered.     

Employee Perceptions of Job Influence and Organizational Participation Employee Perceptions

An analysis using British matched employer-employee data finds that workers in establishments operating employee participation schemes feel that they have greater influence over their jobs. Schemes involving broader forms of participation, such as representative participation and briefing groups, are shown to be more strongly associated with greater influence than those of a more focused type, such as quality circles and work teams. There is little evidence of a strong positive interaction between these types of schemes.     

Environment, Corporate Ideology, and Employee Involvement Programs

Corporations are implementing employee involvement programs in both union and nonunion settings in response to growing environmental pressures. This study examines the relationships among environmental pressures, corporate ideology, and participative practices in union and nonunion settings and tests two industrial relations models. Questionnaires measuring environmental pressures, corporate ideology, and participation were completed and returned by the Vice President of Human Resources (or similar corporate executive) in 159 of the largest manufacturing companies in the United States. Multiple regression results show that environmental pressures exert little effect on corporate ideology, but ideology has a significant effect on participative practices in both union and nonunion settings.     

The Influence of Managerial Relations on Waves of Employee Involvement

One of the most enduring issues in the debate about employee involvement (EI) and workers' participation is how it survives over time, and to what extent the dynamics of EI is linked with labour-management relations. In this article, which draws upon data collected in a two-year study of 25 organizations, it is suggested that managerial relations is a significant factor in explaining waves of EI, and one that is frequently overlooked. Waves of EI can be assessed in terms of the twin concepts of centrality and prominence, terms that are amplified below. The introduction of EI techniques is motivated by a number of forces, but one of the most important is a desire by managers to be noticed, to engage in ‘impression management’, via the creation of new schemes. Despite having high-profile introductions, these schemes soon tend to fade in importance, to a large extent because of problems within management such as internal political rivalries, low supervisory commitment to schemes, inadequate training provision or the downgrading of EI by management arising from conflicting priorities.     

Environment, Corporate Ideology, and Employee Involvement Programs

Corporations are implementing employee involvement programs in both union and nonunion settings in response to growing environmental pressures. This study examines the relationships among environmental pressures, corporate ideology, and participative practices in union and nonunion settings and tests two industrial relations models. Questionnaires measuring environmental pressures, corporate ideology, and participation were completed and returned by the Vice President of Human Resources (or similar corporate executive) in 159 of the largest manufacturing companies in the United States. Multiple regression results show that environmental pressures exert little effect on corporate ideology, but ideology has a significant effect on participative practices in both union and nonunion settings.     

Advocates, Critics and Union Involvement in Workplace Partnership: Irish Airports

The Irish Airports Authority and its unions have developed a radical partnership initiative which seeks to involve staff and unions in operational and strategic decision–making. The initiative allows for an empirical assessment of arguments regarding the effects of partnership on union organization and strength, and on members' commitment to unions. Drawing on research conducted over a four–year period, we argue that partnership was of considerable benefit to workers and unions, but that new tensions and challenges have arisen. On balance, the evidence provides modest support for the theoretical arguments of advocates of partnership.     

Union Presence, Union Service and Membership Participation

Much of the literature on the determinants of union activism has focused on biographical and attitudinal precursors or correlates of several measures of union participation. Although interactionist theory emphasizes the importance of social context, little attention has been paid to union presence. The argument of this paper is that union presence, defined by certain structural arrangements, and the quality of union service, influences measures of workplace and non-workplace union participation through the mediating influence of union orientation. The paper begins by reviewing the literature on union presence and participation, before presenting a model of the joint impact of union service and union presence on both on- and off-the job union participation. Data are drawn from a study of membership involvement within the Irish-based Services, Industrial, Professional and Technical Union (SIPTU). The main findings are that there are significant relationships between presence and service level variables and measures of union participation. In particular, service variables appear to affect workplace union participation largely through the mediating influence of union orientation. Presence variables, by contrast, have both direct and indirect influence on participation in union activities within and outside the workplace.     

The Influence of Leadership and Member Attitudes in Understanding the Nature of Union Participation

There has been a growth of interest among industrial relations scholars in the functions of union leadership at both national and local levels. This paper presents a survey-based analysis of the impact of union leaders on member participation in Cypriot public-sector trade unions. It indicates that active leaders promote participation both directly and indirectly, through their influence on members' attitudes towards the union. The study emphasizes the importance of leadership in facilitating further understanding of member participation in trade unions.     

Formal governance mechanisms, relational governance mechanisms, and transaction-specific investments in supplier-manufacturer relationships

This study addresses the question of how to design governance mechanisms so that local suppliers are encouraged to make transaction-specific investments in foreign manufacturing firms. Suppliers' transaction-specific investments can increase the efficiency of production for foreign manufacturing firms operating in a host country. However, it can be difficult to induce suppliers to make specialized investments, because of the numerous hazards associated with such investments. Basing its conclusions on the results of a survey of Taiwanese firms using Chinese suppliers, this study examines the effectiveness of both formal governance mechanisms (i.e., contractual agreements and financial commitments) and relational governance mechanisms (i.e., calculative and benevolent trust) in inducing suppliers to make specialized investments. We find that both formal governance and relational governance mechanisms affect suppliers' tendencies to make specialized investments. Additionally, we find that calculative trust acts as a moderating factor in the relationship between formal governance mechanisms and transaction-specific investments.     

组织间关系:界面规则与治理机制

本文认为,界面规则是组织间关系的基础.本文讨论了界面规则的形成和演变的路径依赖特征,提出了一个分析组织间关系界面规则的理论框架,并对构成界面规则的要素进行了论述.本文还讨论了组织间关系治理机制的特点,强调组织间协调和组织间关系治理的重要性要大于内部科层协调和内部治理.