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  • 1
    Electronic Resource
    Electronic Resource
    Critique of existing business process re-engineering methodologies: The development and implementation of a new methodology (2000)
    Bradford : Emerald
    Business process management journal 6 (2000), S. 238-250 
    Details
    ISSN: 1355-2503
    Source: Emerald Fulltext Archive Database 1994-2005
    Topics: Economics
    Notes: Explores the need for a business process re-engineering methodology and presents a critique of the existing methodologies. The identified weaknesses served as a basis for the development of a new eight-stage BPR methodology which was implemented and evaluated within three European construction companies. Summarises these stages, highlighting the need for a more integrated approach to organisational change where the human and organisational issues are incorporated in the implementation of the BPR initiative.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1108/14637150010325453
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    Paper (German National Licenses)
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  • 2
    Electronic Resource
    Electronic Resource
    Organisational learning and innovation in the construction industry (2000)
    Bingley : Emerald
    The @learning organization 7 (2000), S. 174-184 
    Details
    ISSN: 0969-6474
    Source: Emerald Fulltext Archive Database 1994-2005
    Topics: Education
    Notes: The paper focuses on the contribution which adequate organisational learning and innovation can make to the enhancement, development and improvement of professional expertise in the construction domain. The paper, based on research undertaken within the European (fourth framework)-funded CONDOR project, explores the role of evaluation in a business process re-engineering initiative and its relationship with organisational learning and innovation. The paper presents the evaluation of the implementation of a business process re-engineering project in three case studies in the construction industry. The implementation of the BPR project was based on an eight-stage BPR methodology. The participating companies were asked to evaluate the implementation, describe the decisions made in order to adapt to the change process and analyse the potential benefits that they expect in terms of business performance improvement, organisational effectiveness and user acceptability. Finally, this paper discusses the evaluation results of the implementation of a business process re-engineering model in three case studies in order to identify links with organisational learning and innovation.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1108/09696470010342324
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    Paper (German National Licenses)
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  • 3
    Electronic Resource
    Electronic Resource
    The challenge of virtual organisation: critical success factors in dealing with constant change (2004)
    Bingley : Emerald
    Team performance management 10 (2004), S. 112-120 
    Details
    ISSN: 1352-7592
    Source: Emerald Fulltext Archive Database 1994-2005
    Topics: Economics
    Notes: The shift towards virtual organisation is related with a fundamental change in organising and managing daily operations. The success of collaborative work therefore relies not merely on the introduction of different technologies, but also on critically analysing the "human" aspects of organisation. Virtual teams bring people together across disciplines, departments, functions, and geographical locations. This paper draws on the literature with respect to organisational change, and particularly results from human and organisational research carried out in the OSMOS (IST-1999-10491) project. Within the context of the OSMOS project, interviews with senior managers of each of the participating industrial organisations were conducted. From the analysis of these interviews four major organisational issues emerged, which virtual teams or e-businesses need to address before moving forward. These are: information sharing, organisational culture and teamworking, acceptance of change and training. The paper investigates the above issues and explores potential solutions in order to support virtual organisations and e-businesses in dealing with continuous change. From this investigation the paper proposes critical success factors that the authors believe to be necessary in dealing with such change.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1108/13527590410556836
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    Paper (German National Licenses)
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  • 4
    Electronic Resource
    Electronic Resource
    The role of emotional intelligence and personality variables on attitudes toward organisational change (2004)
    Bradford : Emerald
    Journal of managerial psychology 19 (2004), S. 88-110 
    Details
    ISSN: 0268-3946
    Source: Emerald Fulltext Archive Database 1994-2005
    Topics: Psychology , Economics
    Notes: Although the role of organisational characteristics in the change process has been extensively analysed and discussed in the literature, individual characteristics, which are equally crucial for the success of change, have been neglected. Therefore, the purpose of the present study is to add a different way of looking and working with organisational change by focusing on individuals' emotions and personality traits. This paper explores how emotional intelligence and the "big five" dimensions of personality can facilitate organisational change at an individual level by exploring the relationship between these attributes and attitudes toward organisational change. The sample consisted of 137 professionals who completed self-report inventories assessing emotional intelligence, personality traits and attitudes towards organisational change. The results confirmed that there is a relationship between personality traits and employees' attitudes toward change. Similarly, the contribution of emotional intelligence to the attitudes to change was found to be significant, indicating the added value of using an emotional intelligence measure above and beyond the effect of personality. The practical implications of these findings are discussed in relation to the phases of a change project.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1108/02683940410526082
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    Paper (German National Licenses)
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  • 5
    Electronic Resource
    Electronic Resource
    Exploring the relationship between the use of evaluation in business process re-engineering and organisational learning and innovation (2000)
    Bradford : Emerald
    The @journal of management development 19 (2000), S. 812-835 
    Details
    ISSN: 0262-1711
    Source: Emerald Fulltext Archive Database 1994-2005
    Topics: Economics
    Notes: Explores the role of evaluation in a business process re-engineering initiative and its relationship with organisational learning and innovation. The paper presents the evaluation of the implementation of a business process re-engineering project in three case studies. The implementation of the BPR project was based on an eight-stage BPR methodology. The participating companies were asked to evaluate the implementation, describe the decisions made in order to adapt to the change process and analyse the potential benefits that they expect in terms of business performance improvement, organisational effectiveness and user acceptability. Discusses the evaluation results of the implementation of business process re-engineering model in three case studies in order to identify links with organisational learning and innovation.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1108/02621710010379164
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    Paper (German National Licenses)
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  • 6
    Electronic Resource
    Electronic Resource
    The Condor business process re-engineering model (2000)
    Bingley : Emerald
    Managerial auditing journal 15 (2000), S. 42-46 
    Details
    ISSN: 0268-6902
    Source: Emerald Fulltext Archive Database 1994-2005
    Topics: Economics
    Notes: The paper is based on research carried out within the Condor project funded under the European ESPRIT programme. Condor is a partnership between English, French and Swedish construction companies with aims and objectives of defining the working practices, processes, techniques, tools and technical infrastructure to allow the construction industry to progress from its current position towards a large scale, computer integrated industry. The selection, design and implementation of a new information technology system involves inevitably many technical issues but it must also meet user and organisational requirements. A generic model for business process re-engineering was produced based on research results in order to facilitate Condor's implementation to participating companies.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1108/02686900010304623
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    Paper (German National Licenses)
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  • 7
    Electronic Resource
    Electronic Resource
    Antecedents and consequences of organisational silence: an empirical investigation (2005)
    Bradford : Emerald
    Employee relations 27 (2005), S. 441-458 
    Details
    ISSN: 0142-5455
    Source: Emerald Fulltext Archive Database 1994-2005
    Topics: Economics
    Notes: Purpose - Although the phenomenon of organisational silence is widely seen in organisations, there is little empirical evidence regarding its nature and main components. This paper aims at investigating the dimensions of silence climate as they are perceived by individuals and exploring the effects of these dimensions on job attitudes. Design/methodology/approach - In a sample of 677 employees, three dimensions of silence climate are constructed and measured in order to examine their effects on employee silence behaviour, organisational commitment and job satisfaction. Findings - Results indicate that supervisors' attitudes to silence, top management attitudes to silence and communication opportunities are associated and predict employees' silence behaviour. These three dimensions are also associated with organisational commitment and job satisfaction. Originality/value - Although the phenomenon of organisational silence is expected in organisations, there is little empirical evidence in the literature aimed at defining it, analysing it and coping with it. Silence climate has an impact on organizations' ability to detect errors and learn and, therefore, organizational effectiveness is negatively affected. This exploratory study aims to measure organisational silence as a continuum between silence and voice explain silence behaviour through organisational climate dimensions. Based on the findings of this study, there are some important implications that are discussed.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1108/01425450510611997
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    Paper (German National Licenses)
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  • 8
    Electronic Resource
    Electronic Resource
    Attitudes towards organizational change: What is the role of employees' stress and commitment? (2005)
    Bradford : Emerald
    Employee relations 27 (2005), S. 160-174 
    Details
    ISSN: 0142-5455
    Source: Emerald Fulltext Archive Database 1994-2005
    Topics: Economics
    Notes: Purpose - Occupational stress and organizational change are now widely accepted as two major issues in organizational life. The current study explores the linkage between employees' attitudes towards organizational change and two of the most significant constructs in organizational behaviour; occupational stress and organizational commitment. Design/methodology/approach - A total of 292 participants completed ASSET, a new "Organizational Screening Tool", which, among other things, measures workplace stress and organizational commitment and a measure assessing attitudes towards organizational change. Findings - The results were in the expected direction showing negative correlations between occupational stressors and attitudes to change, indicating that highly stressed individuals demonstrate decreased commitment and increased reluctance to accept organizational change interventions. The most significant impact on attitudes to change was coming from bad work relationships emphasizing the importance of that occupational stressor on employees' attitudes towards change. The results did not support the role of organizational commitment as a moderator in the relationship between occupational stress and attitudes to change. Research limitations/implications - A limitation of the research design could be that all measures originated from the same source resulting in possible contamination from common method variance. Further, the cross-sectional research design adopted in the present study, as opposed to a longitudinal or experimental methodology, does not allow affirmative causal explanations. Originality/value - The present study showed that good and effective work relationships are very important in organizational change. Handling conflicts, building supportive work relationships and communicating effectively all contribute to the formulation of positive attitudes to change and, therefore, to the success of a change programme. In addition, organizations need to examine the extra workload which organizational change may create. Increase in workload is not only easily attributable to the change but it also makes change unattractive and problematic leading to non-supportive attitudes.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1108/01425450510572685
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    Paper (German National Licenses)
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