The authors used the INFRASTRATEGO simulation game to examine strategic behavior in a liberalizing electricity market and the effectiveness of different regulatory regimes in dealing with this strategic behavior. The game simulates the Dutch electricity market in the years 2002 to 2006. The game was played eight times with about 400 players, both professionals and students. Two regulatory regimes defined by (a) the policy-making model and (b) the regulation by negotiation model were evaluated. The authors found several patterns of strategic behavior such as regulatory capture, sometimes with rather disturbing effects with regard to the settlement of rates and long-term capacity planning.
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From the article: "After 1993, the concept of strategic alignment is evaluated from the connection between IT and business to much broader definitions in which the connection between all business functions, horizontally and vertically, and later also with projects and stakeholders is mentioned. To achieve stategic alignment there must be a coordination between the strategy of organizations and those who contribute to the implementation of the strategy and the actual performance of an organization. This process is called Human Oriented Performance Management (HOPM). The HOPM model consists of four dimensions: strategy translation, information and visualization, dialogue and action orientation, and continues improvement and organizational learning. To measure the effect of strategic alignment a range of financial performance indicators are used. Based on a literature review this paper explores which financial performance indicators could be used to measure the effect of HOPM. The literature was selected over a period from 1996 – 2015. The research is not only focused on the top of the strategy map, but also on the cause-effect relationships in the strategy map. The underlying performance indicators in the strategy map can show on which figures the dialogue in the HOPM model about strategy implementation must be based. This dialogue is the input to action in which strategic alignment comes about. The goal of the research is to optimize this dialogue by looking for performance indicators that can show the effect of HOPM" The article is used for the course: 'corporate policy' minor MSMM (Masterclass Strategic Marketing Management).
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This paper lays the groundwork for building a communication model that will help cultivate communities of practice through the use of strategic communications. Theoretical models describing communities of practice in organizational knowledge generation typically have three main actors; the individual, the community and the organization. These models usually mention the necessity for their interaction, but are never specific about how this should be done. Furthermore, there has been little research on how communication processes can affect the relationship between the three actors in the model. This paper proposes that the interaction between the community, the individual members of the community and the organization must be facilitated and promoted through specific strategic communications in order to guarantee the success of the community. Topics such as knowledge sharing, knowledge building and organizational learning are looked at through a communication perspective.
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Due to a lack of transparency in both algorithm and validation methodology, it is diffcult for researchers and clinicians to select the appropriate tracker for their application. The aim of this work is to transparently present an adjustable physical activity classification algorithm that discriminates between dynamic, standing, and sedentary behavior. By means of easily adjustable parameters, the algorithm performance can be optimized for applications using different target populations and locations for tracker wear. Concerning an elderly target population with a tracker worn on the upper leg, the algorithm is optimized and validated under simulated free-living conditions. The fixed activity protocol (FAP) is performed by 20 participants; the simulated free-living protocol (SFP) involves another 20. Data segmentation window size and amount of physical activity threshold are optimized. The sensor orientation threshold does not vary. The validation of the algorithm is performed on 10 participants who perform the FAP and on 10 participants who perform the SFP. Percentage error (PE) and absolute percentage error (APE) are used to assess the algorithm performance. Standing and sedentary behavior are classified within acceptable limits (+/- 10% error) both under fixed and simulated free-living conditions. Dynamic behavior is within acceptable limits under fixed conditions but has some limitations under simulated free-living conditions. We propose that this approach should be adopted by developers of activity trackers to facilitate the activity tracker selection process for researchers and clinicians. Furthermore, we are convinced that the adjustable algorithm potentially could contribute to the fast realization of new applications.
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The research goal of this dissertation is to make configurational HRM usable for science and practice by developing a simulation model and serious game. These tools offer HRM professionals the opportunity to design a multiyear HRM configuration that shapes employee behaviour, while enabling HRM research to get access to a level of detail that was not achieved earlier, contributing to the current state of the art knowledge on strategic HRM. To shape employee behavior in such a way that it contributes to overarching organizational goals, organizations often deploy a set of human resource management (HRM) practices. If the set of individual HRM-practices is designed correctly, they amplify each other in shaping the desired behavior. However, while there is wide agreement on the importance of combining HRM-practices in a configuration that reflects the organizational strategy, we notice a lack of consensus on which HRM-practices need to be combined given a specific strategic goal and organizational starting point. Furthermore, we did not find an agreement on how to design HRM configurations that shape the desired employee behavior within organizations in multiple years. As a result, HRM professionals that design HRM configurations are left empty handed. While the configurational approach has the potential to provide new insight on how HRM shapes employees’ behavior, applying the configurational mode of theorizing to HRM remains challenging. We explain this challenge by the level of theoretical and practical detail that is needed, by the application of the holistic principle when studying HRM configurations, and due to methodological issues. Traditional methods do not align to the dynamic assumptions and the large number of variables included in configurational HRM. In this dissertation we pose that the time is ripe to unlock the deserved value of configurational HRM for theory and practice. We do so by specifying the underlying assumptions and dynamic implications of the configurational mode of theorizing in HRM, and by defining and adding the needed level of detail. In the current research, configurational HRM is made applicable with the use of a simulation model and serious game. -172- Five sequential steps are taken to make configurational HRM applicable. Firstly, key principles of configurational HRM are identified. Secondly, to ground the simulation we look at the manifestation of ideal type HRM configurations in theory and practice. Thirdly, we collect the solidified practical knowledge of HRM professionals on the alignment of HRM-practices. Fourthly, an initial simulation model is created and tested. And finally, we solidified the simulation model for practice and research by implementing it in a serious game for HRM professionals. Taking these five steps, we have specified configurational HRM to an unprecedented level of detail that allows us to address its complexity empirically and theoretically. We claim that with the results of this research we have opened the scientific and empirical “black box” of configurational HRM. Furthermore, the simulation model and serious game provides HRM professionals with a tool to design firm specific HRM configurations in an interactive and fun way. While prior studies did already acknowledge the importance of alignment when designing HRM, the simulation model and serious game specify the general concept of alignment to a level at which HRM professionals and researchers can start selecting, designing, implementing and researching HRM configurations. The tools provide HRM professionals with a method to grasp, maneuver through the complexity of, and explore the implementation of multi-year firm specific HRM.
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The purpose of this study is to analyze the relationship between sustainable performance and risk management, whereby sustainability (innovation), interdisciplinarity and leadership give new insights into the traditional perspectives on performance and risk management in the field of accounting and finance.
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IT organizations and CEO‟s are, and should be, concerned these days about the (lack of) data confidentiality and the usage of „shadow‟ IT systems by employees. Not only does the company risk monetary loss or public embarrassment, the senior management might also risk personal fines or even imprisonment. Several trends reinforce the attention for these subjects, including the fact that an increasing number of people perform parts of their work tasks from home (RSA, 2007) and the increasing bandwidth available to internet users which makes them rely on the Internet for satisfying their business and personal computing needs (Desisto et al. 2008). Employee compliance with the existing IT security policies is therefore essential. This paper presents a study on factors that influence non-compliance behavior of employees in organizations. The factors found in literature are tested in a survey study amongst employees of a big-four accountancy firm in the Netherlands and Belgium. The study concludes that stricter IT governance and cultural aspects are the most important factors influencing non-compliance behavior.
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In BMC Oral Health verscheen het volgende artikel van Inholland-docente en promovenda Janneke Scheerman (en collega’s). Background: Adolescents with fixed orthodontic appliances are at high risk of developing dental caries. To date, new smartphone technologies have seldom been used to support them in the preventive behavior that can help prevent dental caries. After an intervention-mapping process, we developed a smartphone application (the WhiteTeeth app) for preventing dental caries through improved oral-health behavior and oral hygiene. The app, which is intended to be used at home, will help adolescents with fixed orthodontic appliances perform their oral self-care behavior. The app is based on the Health Action Process Approach (HAPA) theory, and incorporates several behavior-change techniques that target the psychosocial factors of oral-health behavior. This article describes the protocol of a randomized controlled trial (RCT) to evaluate the effects of the WhiteTeeth app on oral-health behavior and oral-hygiene outcomes (presence of dental plaque and gingival bleeding) compared with those of care as usual, in patients aged 12–16 with fixed orthodontic appliances.
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Collaborative governance (CG) is becoming the common currency of decision-making, able to surmount existing institutional constraints to effectively address challenges related to sustainability and social and environmental corporate behavior. CG approaches may however result in institutional complexity. As an illustration of CG in the domain of corporate social responsibility (CSR), the ISO 26000 standard is a legitimate point of reference for organizations worldwide. The standard represents a pluralistic institutional logic that resonates several tensions arising from the domain it tries to standardize, the nature of its development process, its interpretation of CSR and the type of standard it represents. This article aims to identify and examine strategic responses to ISO 26000 by various standards-related organizations (including national standardization institutes, certification organizations, and service providers) and to contribute to the understanding of strategic responses of organizations to pluralistic institutional logics that result from CG.
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Some researchers insist that sustainability should be represented as a continuous quest, doubting that there is the ‘right’ way to be sustainable. Acknowledging the immensity of sustainability challenges, this article takes a different perspective, arguing that without understanding of concrete barriers and seeking solutions, the challenge of addressing unsustainable practices becomes unsurmountable. This article will summarize research in sustainability literature that indicates that sustainability requires a constant human population, as well as ecologically benign method of production. This article will survey a number of helpful frameworks that address the key obstacles to sustainability, namely population growth, and unsustainable production and consumption. These frameworks are discussed in the context of business-level solutions and production systems. As illustrated by examples of best practices as well as potential pitfalls associated with each system, these systems have the potential to move the quest for sustainability beyond ‘business as usual.’ https://doi.org/10.1007/s10668-015-9723-1 LinkedIn: https://www.linkedin.com/in/helenkopnina/
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