This paper puts forward a conceptual framework to analyse emergence and the development of planned knowledge locations in cities (science and technology parks, creative factories, knowledge hubs, etc.). It argues that the study and the practice of developing these precincts can benefit from explicitly considering the broader territorial context, the time dynamics and the co-evolutionary processes through which they unfold. The advantages of such as framework are illustrated with the support of two European knowledge locations: Arabianranta (Helsinki, Finland) and Biocant (Cantanhede, Portugal).
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Purpose: This study analyses how weather shocks influence agricultural entrepreneurs’ risk perception and how they manage these risks. It explores what risks agricultural entrepreneurs perceive as important, and how they face climate change and related weather shock risks compared to the multiple risks of the enterprise. Design/methodology: This paper uses qualitative data from several sources: eight semi-structured interviews with experts in agriculture, three focus groups with experts and entrepreneurs, and 32 semi-structured interviews with agricultural entrepreneurs. Findings: not published yet Originality and value: This study contributes to the literature about risk management by small- and medium-sized agricultural enterprises: it studies factors that shape perceptions about weather shocks and about climate change and how these perceptions affect actions to manage related risks, and it identifies factors that motivate agricultural entrepreneurs to adapt to climate change and changing weather shock risks. Practical implications can lay the foundation for concrete actions and policies to improve the resilience and sustainability of the sector, by adjusting risk management strategies, collaboration, knowledge sharing, and climate adaptation policy support.
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This study examines the motives of employees to engage in workrelated social media use – i.e. the use of personal social mediaaccounts to communicate about work-related issues. The theory ofplanned behavior (TPB) was used to explain this behavior.Because social media can enable users to express theiridentities, social identity expressiveness and self-identityexpressiveness were added to the TPB model. Through an onlinequestionnaire, using purposive sampling technique, 514 Dutchemployees were asked about their social media use and motivationto do so. We used structural equation modelling (SEM) to testour hypotheses. Results indicate that these identity constructsenhance the predictive ability of the TPB. As such, workrelationsocial media use is likely to take place spontaneouslyrather than deliberately and consciously planned.
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In elite sports, a case is increasingly made for the structural inclusion of what we label as planned disruptions. These are structured and deliberate training activities whereby athletes are exposed to increased and/or changing demands under controlled circumstances. Despite the growing body of evidence in support of planned disruptions (Sarkar & Fletcher, 2017), there is a lack of knowledge on which strategies coaches use in an applied context and why they use them. The present study, therefore, aimed at exploring the different types of planned disruptions high-performance coaches use and the desired outcomes of these disruptions. To this end, thematic analysis (Braun, Clarke, & Weate, 2016) was used to analyze semistructured interviews with 9 talent development and elite-level coaches (M age = 42.9, SD = 8.3; 6 male, 3 female). Results indicated that coaches use a combination of 9 types of planned disruptions (i.e., location, competition simulation, punishments and rewards, physical strain, stronger competition, distractions, unfairness, restrictions, and outside the box). These strategies were used to familiarize athletes to pressure, create awareness, develop or refine personal resources, and promote team processes. Three additional themes emerged, namely, the surprise use of planned disruptions, periodization, and the impact on personal relationships. The findings in the present study can guide further applied and theoretical explorations of the use of planned disruptions.
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As it becomes clear that climate change is not easily within the boundaries of the 1990's, society needs to be prepared and needs to anticipate future changes due to the uncertain changes in climate. So far, extensive research has been carried out on several issues including the coastal defence or shifting ecozones. However, the role spatial design and planning can play in adapting to climate change has not yet been focussed on.This book illuminates the way adaptation to climate change is tackled in water management, ecology, coastal defence, the urban environment and energy. The question posed is how each sector can anticipate climate change by creating spatial designs and plans. The main message of this book is that spatial design and planning are a very useful tool in adapting to climate change. It offers an integral view on the issue, it is capable in dealing with uncertainties and it opens the way to creative and anticipative solutions. Dealing with adaptation to climate change requires a shift in mindset; from a technical rational way of thinking towards an integral proactive one. A new era in spatial design and planning looms on the horizon. © Springer Science+Business Media B.V. 2009.
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Professionals' willingness to change is a necessity for successful implementation of changes in the organisation. This study focused on the influence of a transformational leadership style on professionals' willingness to change. This multiple case study was performed in three project management organisations that had recently implemented a new business information system. The research data were obtained through both qualitative and quantitative data collection. The qualitative investigation revealed that through leading by good example a manager has a positive influence on their employees' willingness to change. However, the quantitative investigation showed that there is no relationship between transformational leadership and the motivational factors of willingness to change. Finally, the study showed that the most important factors of employees' willingness to change are timing, involvement, emotions, necessity, and added value.
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Background: Caregiving by family members of elderly with chronic conditions is currently intensifying in the context of an aging population and health care reform in the Netherlands. It is essential that nurses have attention for supporting roles of family caregivers of older patients and address family caregiving aspects on behalf of the continuity of care. This study aims to explore what aspects of family caregiving were addressed during planned discussions between nurses, patients and family caregivers in the hospital.Methods: Qualitative descriptive research was conducted using non-participant observation and audio-recordings of planned discussions between nurses, older patients and their family caregivers as they took place in the hospital.Through purposive sampling eligible patients (≥ 65 years) with one or more chronic conditions were included. These patients were admitted to the hospital for diagnostics or due to consequences of their chronic illness.Retrospective chart review was done to obtain patient characteristics. Data were collected in November/December 2013 and April/May 2014 in four hospitals. Qualitative content analysis was performed using the inductive approachin order to gain insight into addressed aspects of family caregiving.Results: A total of 62 patients (mean age (SD) 76 years (7.2), 52% male) were included in the study, resulting in 146 planned discussions (62 admission and discharge discussions and 22 family meetings). Three themes were identifiedregarding addressed aspects of family caregiving. Two themes referred to aspects addressing the patients’ social network, and included ‘social network structure’ and ‘social network support’. One theme referred to aspectsaddressing coordination of care issues involving family caregiving, referred to as ‘coordination of care’.Conclusions: During discussions nurses mostly addressed practical information on the patients’ social network structure. When specific family caregiving support was addressed, information was limited and nurses did not seem toexplore the nature of the family support. Patients discharge and after care needs were addressed occasionally as aspects of coordination of care. Current nursing policies could be evaluated on nursing and family oriented theories.Implications for education could include mirroring study findings with nurses in a group discussion to enhance their awareness on family caregiving aspects.
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Professionals' willingness to change is a necessity for successful implementation of changes in the organisation. This study focused on the influence of a transformational leadership style on professionals' willingness to change. This multiple case study was performed in three project management organisations that had recently implemented a new business information system. The research data were obtained through both qualitative and quantitative data collection. The qualitative investigation revealed that through leading by good example a manager has a positive influence on their employees' willingness to change. However, the quantitative investigation showed that there is no relationship between transformational leadership and the motivational factors of willingness to change. Finally, the study showed that the most important factors of employees' willingness to change are timing, involvement, emotions, necessity, and added value
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THE PDCA-CYCLE MIGHT NOT BE APPLICABLE in situations where change is unplanned or emergent. In situations of planned change the Deming cycle is used worldwide and proven to be very effective. However in an emergent change process the PDCA might not be the applicable. These emergent changes increase. In those cases, like Lao Tzu said: ‘A good traveller has no fixed plans, and is not intent on arriving’. Studying cultures that have another view on planning might help to find a new approach that fits in times of emergent change. Experiences in Africa lead to a new model for change called ACCRA (c). It also has reflection-in-action as its core. But it requires attention to people, considering the context and showing commitment as well along the whole process. This article describes the design and first experiences with a new approach for improvement in emergent change processes.
MULTIFILE
Within change literature, pace and frequency of organizational change are reoccurring topics. The pace is experienced as high and the frequency of change within organizations appears to be growing exponentially.This lead to study to more extent ‘change fatigue’ that already receivedattention in both practice-oriented and scientific literature. Despite this attention, the origin, consequences and implications of change fatigue still remain unclear until today. Lack of acceptation and agreement on the necessity of the change can result in negative attitudes, like “BOHICA: Bend Over Here It Comes Again”. We constructed a change fatigue instrument that was studied in relation with important aspects of communication change as well on resistance to change and uncertainty. The relevance of this construct can be traced back because of the strong relations we found in this study.
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