A Perspective‐Based Understanding of Project Success

Answering the call for alternative approaches to researching project management, we explore the evaluation of project success from a subjectivist perspective. An in‐depth, longitudinal case study of information systems development in a large manufacturing company was used to investigate how various project stakeholders subjectively perceived the project outcome and what evaluation criteria they drew on in doing so. A conceptual framework is developed for understanding and analyzing evaluations of project success, both formal and informal. The framework highlights how different stakeholder perspectives influence the perceived outcome(s) of a project, and how project evaluations may differ between stakeholders and across time.     

Maximizing your return on people

Though most traditional HR performance metrics don't predict organizational performance, alternatives simply have not existed--until now. During the past ten years, researchers Laurie Bassi and Daniel McMurrer have worked to develop a system that allows executives to assess human capital management (HCM) and to use those metrics both to predict organizational performance and to guide organizations' investments in people. The new framework is based on a core set of HCM drivers that fall into five major categories: leadership practices, employee engagement, knowledge accessibility, workforce optimization, and organizational learning capacity. By employing rigorously designed surveys to score a company on the range of HCM practices across the five categories, it's possible to benchmark organizational HCM capabilities, identify HCM strengths and weaknesses, and link improvements or back-sliding in specific HCM practices with improvements or shortcomings in organizational performance. The process requires determining a "maturity" score for each practice, based on a scale of 1 (low) to 5 (high). Over time, evolving maturity scores from multiple surveys can reveal progress in each of the HCM practices and help a company decide where to focus improvement efforts that will have a direct impact on performance. The authors draw from their work with American Standard, South Carolina's Beaufort County School District, and a bevy of financial firms to show how improving HCM scores led to increased sales, safety, academic test scores, and stock returns. Bassi and McMurrer urge HR departments to move beyond the usual metrics and begin using HCM measurement tools to gauge how well people are managed and developed throughout the organization. In this new role, according to the authors, HR can take on strategic responsibility and ensure that superior human capital management becomes central to the organization's culture.     

Implementing STD on a Small Island: Development and Use of Sustainable Tourism Development Indicators in Samoa

Small island states present a significant challenge in terms of sustainable tourism development. On a small island there are limited resources, economic and social activities tend to be concentrated on the coastal zone, and the interconnectivity between economic, environmental, social, cultural and political spheres is strong and pervasive. Consequently the sustainable development of tourism is more a practical necessity than an optional extra. This paper investigates the question of how to monitor sustainable tourism development (STD) in Samoa, an independent small island state in the South Pacific. It describes some of the methodological considerations and processes involved in the development of STD indicators and particularly highlights the importance of formulating clear objectives before trying to identify indicators, the value of establishing a multi-disciplinary advisory panel, and the necessity of designing an effective and flexible implementation framework for converting indicator results into management action.     

Do non-profit hospitals provide more charity care when faced with a mandatory minimum standard? Evidence from Texas

Policymakers often question whether not-for-profit (NFP) hospitals provide enough charity care to justify tax advantages. In 1993, Texas enacted legislation requiring NFP hospitals to provide certain community benefits at levels set forth in specific criteria to retain tax-exempt status; this paper focuses on the effect of the legislation’s requirement that NFP hospitals spend a minimum of 4% of net patient revenue on charity care. We also study a modification of the law passed in 1995, which allows the deduction of bad debts expense when calculating net patient revenue. This change effectively lowers required charity care spending, and our study considers whether Texas hospitals responded by reducing charity care spending.     

Independent tourist's automobilities in Norway

This paper critically examines the methods of transportation used by independent tourists and how importantly they value mobility throughout their journeys. While independent tourists are frequently identified as being adventurous and highly mobile, relatively few researchers have critically examined the modes of transport they use or the importance they play in enhancing and fulfilling their desired experiences. Indeed, most literature portrays independent tourists as habitual users of public transport as opposed to modes of personal transport. In this paper, the notion of automobility – a combination of autonomous and self-directed movement – is explored from the perspective of independent tourists in Norway. A multi-method qualitative study was undertaken which analysed the views of 38 independent tourists at eight different locations. The findings revealed that personal modes of transport were intrinsic features of the journeys undertaken and that they offered alternative sensory experiences in contrast to public transport. Moreover, for many independent tourists, autonomous journeys were considerably more important than the destinations they visited. Thus, for many independent tourists in Norway, demands for control, flexibility and adventure could only be satisfied by using particular modes of transport.     

Airline hubs in the Single European Market: A benchmark analysis

‘Liberalization’ of European air markets could allow the formation of airline hubs to obtain the associated economies of scope and scale. This study simulates the formation of these hubs. A model of U.S. hub location, estimated as a function of demographic and economic characteristics, is applied to European cities to identify likely hub locations. The results provide a benchmark for evaluating future airline competition in the Single European Market. However, the study is only an approximate prediction of hub location because political and structural constraints will keep the European air market from developing the competitive atmosphere found in the U.S..     

Job sculpting: the art of retaining your best people

Hiring good people is tough, but keeping them can be even tougher. The professionals streaming out of today's MBA programs are so well educated and achievement oriented that they could do well in virtually any job. But will they stay? According to noted career experts Timothy Butler and James Waldroop, only if their jobs fit their deeply embedded life interests--that is, their long-held, emotionally driven passions. Butler and Waldroop identify the eight different life interests of people drawn to business careers and introduce the concept of job sculpting, the art of matching people to jobs that resonate with the activities that make them truly happy. Managers don't need special training to job sculpt, but they do need to listen more carefully when employees describe what they like and dislike about their jobs. Once managers and employees have discussed deeply embedded life interests--ideally, during employee performance reviews--they can work together to customize future work assignments. In some cases, that may mean simply adding another assignment to existing responsibilities. In other cases, it may require moving that employee to a new position altogether. Skills can be stretched in many directions, but if they are not going in the right direction--one that is congruent with deeply embedded life interests--employees are at risk of becoming dissatisfied and uncommitted. And in an economy where a company's most important asset is the knowledge, energy, and loyalty of its people, that's a large risk to take.