Sinds het einde van vorige eeuw is de interesse en aandacht voor samenwerken tussen bedrijven toegenomen. Veelal wordt de samenwerking gezocht om gezamenlijk effectiever of efficiënter, sneller en wendbaarder te opereren. Deze strategische samenwerkingsverbanden kennen vele verschijningsvormen. In sommige gevallen worden concurrenten zelfs partners of wordt de samenwerking gezocht met branchevreemde bedrijven. Maar wat behelst samenwerking eigenlijk? Uit welke fases bestaat het? En wordt de samenwerking gezocht in de keten of juist ook daarbuiten? En zijn er vuistregels die bedrijven helpen een succes te maken van samenwerken met andere bedrijven of organisaties?
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Purpose Due to the recent economic crisis, competition has considerably increased in the legal profession in the Netherlands. However, marketing in legal services is mostly in its infancy and value research in this context is scarce. We therefore used a contingency approach in exploring the origin of customer value and the association with loyal behaviour in legal services for small and medium enterprises (SMEs). Methodology Because professional services are effectively provided by means of a relationship, the emergence of value was studied in the interaction between lawyers and clients in an explorative way, by means of a case study: in-depth interviews with ten lawyers and ten SMEs led to provider and client perspectives on value driving in twenty-eight legal cases. The underlying research model was based on the Service logic for marketing (e.g. Grönroos and Voima, 2013), which proposes that interaction is conditional for the emergence of value. Findings We assumed that value could only derive from the interaction during the service encounter. Field findings however, confirmed that previous, current and anticipated service experiences influences value. Due to the credential character of legal services, antecedent recommendation of others and the track record of lawyers, for example, are also important value drivers. The relational value perspective appears to be insufficient in analysing the emergence of value in credence services, because value drivers outside the joint sphere help clients to reduce perceived purchase risks. Originality Our study enriches the limited literature and offers a more holistic understanding of the origin of value in credential contexts like legal services. Our findings agree not only with insights from the Service logic (e.g. Grönroos and Voima, 2013) but also from the Customer-dominant logic (e.g. Heinonen et al., 2013).
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One of the most important societal trends affecting our workplace and workforce in the following decade concerns the combination of a smaller number of younger workers relative to their older counterparts, and the current ‘early exit’ culture in Europe. Because of the staff shortages and possible knowledge loss (e.g., Calo 2008; Joe et al. 2013) that may accompany these demographic changes, there is a strong financial reason to retain and sustain ageing employees at work (Kooij et al. 2014; Truxillo and Fraccaroli 2013). In order to respond to today’s labour market needs, many governments have chosen to increase the official retirement age to 66 or even higher. In the Netherlands, for example, retirement age will be gradually raised to 66 years in 2019 and to 67 years in 2023. Other European Union countries have similar plans to steadily raise their retirement ages to 67 years in 2023 (France), 2027 (Spain), or 2031 (Germany). In the UK and Ireland, the retirement age will increase to 68 in 2028 (Ireland) and in 2046 (the UK). However, the reality of older workers’ current employment does not yet match these political ambitions. According to figures collected by the European Union Labour Force in the European Union Labour Force Survey (Eurostat 2014), the EU-28 (i.e., average of the 28 European Union countries) employment rate for persons aged 15–64 was 64.1 per cent in 2013. However, when looking more closely at the country level or when differentiating between age categories, the active labor participation of older European employees does not appear to be as high. The EU employment rate of older workers—calculated by dividing the number of persons in employment and aged 55–64 by the total population of the same age group—was 49.5 per cent in 2013 (OECD 2014), whereas the OECD average was 54.9 per cent in the same year. In the USA and Korea, for example, employment rates of workers of 55–64 years old were, respectively, 60.9 per cent and 64.3 per cent in 2013.
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A significant contributor to the global threat of obesity is excessive gestational weight gain (GWG). The aim of this article is to explore Dutch primary care midwives’ behaviors in promoting healthy GWG.
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Abstract: The typical structure of the healthcare sector involves (specialist) intertwined practices co-occurring in formal or informal networks. These practices must answer to the concerns and needs of all related stakeholders. Multimorbidity and the need to share knowledge for scientific development are among the driving factors for collaboration in healthcare. To establish and keep up a permanent collaborative link, it takes effort and understanding of the network characteristics that must be governed. It is not hard to find practices of Network Governance (NG) in a variety of industries. Still, there is a lack of insight in this subject, including knowledge on how to establish and maintain an effective healthcare network. Consequently, this study's research question is: How is network governance organized in the healthcare sector? A systematic literature study was performed to select 80 NG articles. Based on these publications the characteristics of NG are made explicit. The findings demonstrate that combinations of governance style (relational versus contractual governance) and governance structure (lead versus shared governance) lead to different network dynamics. Furthermore, the results show that in order to comprehend how networks in the healthcare sector emerge and can be regulated, it is vital to understand the current network type. Additionally, it informs us of the governing factors. Zie https://www.hbo-kennisbank.nl/details/sharekit_han:oai:surfsharekit.nl:e4f8fa3a-4af8-42ef-b2dd-c86d77b4cec6
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Many students graduating in higher education will achieve a managerial or professional position, with leadership qualities being highly important. The need to reflect on leadership as an important developmental goal in higher education is highlighted by pointing out that many curricula, especially in the managerial, organisational and economic domain, include specific courses on leadership. It seems that some of our thinking on leadership needs revision. According to Kellerman, leaders’ ability to connect to followers is paramount to gain and remain in power. Dutch management scholar Manfred Kets de Vries (2004) underlines that the main responsibility of a leader is to envision and inspire. In this chapter we will examine the role of personality and personal values in the ability of informal leaders to inspire other team members. In the first section we will elaborate on transformational leadership and shared leadership. In the next, we will link these forms of leadership to personality and personal values. In the third section the findings of our empirical study will be discussed. We conclude with the implications of our study for leadership practice and the scholarly field of leadership. From an educational point of view our findings are important. The results shed additional light on the importance of personality traits on leadership, and informal leadership in particular. As leadership is an important phenomenon in society and working life, (under)graduates can be assisted in understanding and developing it. But in the context of this book it should be highlighted that transformational leadership is highly relevant in knowledge innovation (García-Morales et al., 2012), which is a core issue in higher education. Consequently, inspiring others is relevant, because group work is commonly used in higher education. Understanding group dynamics within student teams, informal leadership specifically, can help lecturers to explain and discuss effective and ineffective group work. In our opinion, the results of this study offer interesting evidence-based insights to reflect on and develop those personal characteristics that can be important for informal leadership effectiveness.
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Healthy gestational weight gain (GWG) is associated with better pregnancy outcomes and with improved health in the later lives of women and babies. In this thesis the author describes the process of developing an intervention to help pregnant women reach a healthy GWG. The need for this intervention was derived from discussions with midwives, working in primary care in the Netherlands. In this introduction, the author describes the background of the larger project “Promoting Health Pregnancy”, of which this study is a part (1.2), the problem of unhealthy GWG (1.3-1.6) and offers a brief introduction to the theoretical framework of the study and to the subsequent chapters (1.7-1.9).
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Dit paper presenteert de voorlopige resultaten van het project SUMMALab waarin een nieuwe ‘meta-lab’ benadering wordt getest. SUMMALab is een meta-lab rond mobiliteits-experimenten in de Metropoolregio Amsterdam, de Metropoolregio Rotterdam-Den Haag en de gemeenten Den Haag, Delft en Rotterdam. Een meta-lab is nietzelf een lab, maar een verzamelplaats waar verschillende onderzoeken en experimenten in samenhang worden gebracht zodat er sneller en beter van de experimenten geleerd kan worden. De meta-lab benadering respecteert en ondersteunt enerzijds lokale leeragenda's en hun focus op lokale oplossingen voor lokale problemen, en gebruikt anderzijds het potentieel van lokale experimenten om bij te dragen aan een centrale leeragenda gebaseerd op de 'grote maatschappelijke uitdagingen'.
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Bijdrage voor de rubriek Gelezen over het werk van de Canadese organisatietheoreticus Gareth Morgan en het gebruik van metaforen in de organisatietheorie.
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This document presents the findings of a study into methods that can help counterterrorism professionals make decisions about ethical problems. The study was commissioned by the Research and Documentation Centre (Wetenschappelijk Onderzoeken Documentatiecentrum, WODC) of the Dutch Ministry of Security and Justice (Ministerie van Veiligheid en Justitie), on behalf of the National Coordinator for Counterterrorism and Security (Nationaal Coördinator Terrorismebestrijding en Veiligheid,NCTV). The research team at RAND Europe was complemented by applied ethics expert Anke van Gorp from the Research Centre for Social Innovation (Kenniscentrum Sociale Innovatie) at Hogeschool Utrecht. The study provides an inventory of methods to support ethical decision-making in counterterrorism, drawing on the experience of other public sectors – healthcare, social work, policing and intelligence – and multiple countries, primarily the Netherlands and the United Kingdom
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