Human Systems Management - Volume 26, issue 2

Authors: Biggiero, Lucio | Laise, Domenico

Article Type: Research Article

Abstract: Two main paradigms split the core of the debate on governance structures: the maxi-minimizing and the satisficing paradigms. Some differences between the two has been hidden by the (only apparently) similarity of the “maximum” and “maximal” concepts. If the maximizing behavior refers to the maximum of the utility function and not to the maximal of a binary preference relation, then satisficing does not correspond to maximizing behavior. Besides such differences, from an empirically grounded point of view the maxi-minimizing approach to choose and to evaluate governance structures has relevant limitations. The remarkable limitations of the maxi-minimizing approach become further evident …and crucial when one acknowledges that the comparison between alternative governance structures is – like almost any other human choice – unavoidably multicriteria. The absence of tradeoffs among the different criteria prevents the generalized use of a single real-valued function (utility, profit, cost, etc.) to represent decision maker's goals. However, multicriteria problems can be solved when properly dealt with outranking methods. These are heuristic choice algorithms fully consistent with the satisficing paradigm and with the behavioral economic theory. In order to show its effectiveness, a tutorial example is discussed in detail comparing the three main forms of governance structures: market, hierarchy and network. They are scrutinized by four evaluation criteria: profitability, effectiveness, accountability and organizational capability. It will be demonstrated that the outranking algorithm can solve multicriteria decision making problems under conflicting criteria of evaluation. Outranking solutions are at the same time satisficing solutions, that take into account and operationalize the Simonian “levels of aspiration” through concrete parameters. Show more

Keywords: Behavioral economic theory, governance structures, multicriteria decision making, neoclassical economic theory, outranking algorithms, satisficing choice

DOI: 10.3233/HSM-2007-26201

Citation: Human Systems Management, vol. 26, no. 2, pp. 69-84, 2007

Authors: Wigblad, Rune | Lewer, John | Hansson, Magnus

Article Type: Research Article

Abstract: Both the public and private sectors have since the 1980s relentlessly cut the size of their workforces. The downsizing has regularly been reported to lead to closure of a whole or a part of a corporation or organization. Some studies which have analyzed the closures have reported that remarkable, counterintuitive improvements in labor productivity occurred during the time-period between the closure announcement and the final working day. Testing an elaborated cybernetic model on a Swedish case study, and on an exploratory basis, this paper proposes a holistic approach to generate a better understanding of this phenomenon. The main holistic pattern …is a new order where management control is replaced by more “Self-management” on the plant level, and very strong psychological reactions based on feelings of unfairness. Show more

Keywords: Closedown, cybernetics, downsizing, industrial relations, productivity

DOI: 10.3233/HSM-2007-26202

Citation: Human Systems Management, vol. 26, no. 2, pp. 85-97, 2007

Authors: Stapleton, James L. | Wen, H. Joseph | Starrett, Dave | Kilburn, Michelle

Article Type: Research Article

Abstract: The purpose of this study was to investigate generational differences in using online learning systems. The factors examined in this study were perceived satisfaction, perceived learning, online technology environment, interaction, student motivation and self-management. A total of 966 usable responses were analyzed. A number of generational differences were found. Comparatively speaking, Millennials are more likely to perceive that technical capabilities of the online system reduce learning, have more interaction with students, have less interaction with instructors, are more comfortable with online course discussions, and are less likely to have an online learning plan. However, contrary to profiles of these generations …common in the literature, results suggested that the perceived satisfaction, learning, and motivation of these generations are more homogeneous than different. Show more

Keywords: Web-based learning systems, generational differences, millennials, perceived satisfaction, perceived learning

DOI: 10.3233/HSM-2007-26203

Citation: Human Systems Management, vol. 26, no. 2, pp. 99-109, 2007

Authors: Liang, Thow Yick

Article Type: Research Article

Abstract: As humanity becomes more dependent on information and knowledge, the current concepts, theories and practices associated with leadership strategy have to be transformed. Fundamentally, the influence of the knowledge-intensive, fast-changing and more complex environment has initiated a shift in the mindset, strategic thinking, ability and style in the new generation of leaders. In addition, for all categories of human organizations (economics, business, social, education and political) their members are becoming better educated and informed, and consequently they are more sophisticated interacting agents with modified expectations. Leading these new intelligent human organizations is drastically different from leading a traditional setup. Consequently, …the introduction of a new leadership strategy is inevitable. Concurrently, in the new context, it is also highly significant to recognize that all human thinking systems and human organizations are indeed complex adaptive systems. In such systems, order and complexity co-exist, and they learn, adapt and evolve with the changing environment, similar to the behavior of any biological species in an ecological system. The complex and nonlinear evolving dynamic is driven by the intrinsic intelligence of the individuals and the collective intelligence of the group. Therefore, focusing and exploiting the bio-logic rather than machine-logic perspective is definitely more appropriate. In this respect, a better comprehension of leadership strategy and organizational dynamics can be acquired by “bisociating” the complexity theory and the concept of organizing around intelligence. The resulting evolutionary model of this analysis is the intelligence leadership strategy. Show more

Keywords: Intrinsic intelligence, collective intelligence, intelligent organization, individual leadership, collective leadership, latent/virtual leadership, intelligent complex adaptive systems (iCAS), self-organization, nonlinear strategic thinking, intelligence leadership strategy

DOI: 10.3233/HSM-2007-26204

Citation: Human Systems Management, vol. 26, no. 2, pp. 111-122, 2007

Authors: Chang, Christina Ling-hsing

Article Type: Research Article

Abstract: The speedy development of IT impacts organizational structure, task design, and the work method of employees. As these changes also affect the power and benefits of some users, the development of IS is often deterred. The purpose of this study is to analyze the major factors influencing the political behavior of users in information system development (ISD). Two theories are used to create the research model: (1) The Theory of Planned Behavior (TPB), and (2) Social Exchange Theory (SET): including Machiavellism, power, commitment, and trust four external factors. It is hoped that the results of this research can shed some …light on management strategies, especially in terms of reducing or preventing any political behavior that may have negative consequences in the context of ISD. Show more

Keywords: Information system development, Machiavellism, political behavior, social exchange theory, theory of planned behavior

DOI: 10.3233/HSM-2007-26205

Citation: Human Systems Management, vol. 26, no. 2, pp. 123-137, 2007

Authors: Hsiao, Yuan-Du | Yang, Ching-Chow | Lin, Wen-Tsann | Lee, Wei-Cheng

Article Type: Research Article

Abstract: ERP (enterprise resource planning) is a management information system that optimizes distribution of enterprise resources and helps a business to integrate all its resources for fast and effective application to improve its operational performance and enhance its competitiveness. Consequently, a failure evaluation model for introducing ERP, together with the factors and reasons for failures are presented in this research, acting as a reference for businesses when planning and making important decisions on ERP. This study uses the DMAIC of the 6-Sigma approach and a failure evaluation model for introducing ERP that involves expert opinions, a questionnaire, V-shaped performance evaluation …matrix (PEM), statistical methods, QFD & FMEA (quality function deployment & failure mode and effects analysis) methods, and QFD & AHP (quality function deployment & analytic hierarchy process) methods to find 6 key success factors and 8 key strategies for introducing ERP. The results of empirical application indicate that internal employee complaints were reduced, supply efficiency of chain suppliers was increased, and customer complaints about quality were decreased. Therefore, the approach presented in this paper is truly effective for business. It is hoped that these key factors can serve as references for other enterprises when introducing ERP. Show more

Keywords: Enterprise resource planning (ERP), performance evaluation matrix (PEM), quality function deployment (QFD), failure mode and effects analysis (FMEA), analytic hierarchy process (AHP)

DOI: 10.3233/HSM-2007-26206

Citation: Human Systems Management, vol. 26, no. 2, pp. 139-152, 2007