PhD Project opportunity at Cranfield School of Management within the area of Business Performance Management and Strategy. http://www.cranfield.ac.uk/som/phd
PhD Project opportunity at Cranfield School of Management within the area of Business Performance Management and Strategy. http://www.cranfield.ac.uk/som/phd
Target Gaming, Organizational Deviance and the Unintended Consequences of Per...Cranfield University
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PhD Project opportunity at Cranfield School of Management within the area of Business Performance Management and Strategy. http://www.cranfield.ac.uk/som/phd
PhD Project opportunity at Cranfield School of Management within the area of Business Performance Management and Strategy. http://www.cranfield.ac.uk/som/phd
Andragogy Research Scholarship Opportunity: MSc by Research in Leadership & M...Cranfield University
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Cranfield University specialises in applied research which shapes our teaching and is converted into practical application of knowledge in Management and Technology. We have a unique Masters by Research in Leadership and Management opportunity for someone to help us to develop the distinctive scholarship of post-graduate, post-experience learning in adults.
The lack of current research in this emerging field offers exciting opportunities for ground-breaking research, and early indications are that motivations, knowledge acquisition and application are very different from standard pedagogies based on child learners. If so, your research has the potential to transform university education.
You may already be working in education or be considering a role in academia; or you might be in a managerial or learning-related role in industry. Either way, you are interested in management, motivation, leadership and learning. This is not a teaching post, although if that is part of your planned career path opportunities to gain academic experience may be available to the right candidate.
Working closely with our new Centre for Andragogy and Academic Skills, your research will push forward the boundaries of our understanding about how adults learn; your results will demonstrate how to maximise learning and could be published in scholarly journals as well as influencing the learning and teaching practices in higher education.
You will join a cohort of research students in our world-leading School of Management and be given training in academic research methods appropriate to your research needs, and you will work directly with students and academics across various themes within the University.
A scholarship of up to full UK/EU fees is available. Note that this scholarship does not provide funding for living expenses or other costs.
Potential research topics include: What is Cranfieldâs signature andragogy?; Andragogy and new developments in Learning and Teaching; Developing the Reflective Practitioner; Kolb updated and applied.
Admission requirements:
⢠a strong first degree (UK level 2.1 minimum)
⢠please see website for English language requirements.
Deadline for applications: 31 July.
Expressions of interest, alongside a CV, are invited via email to Dr Madeline Fisher m.fisher@cranfield.ac.uk in the first instance.
See full details via the link: http://bit.ly/CranfieldAndragogy
PhD Project opportunity at Cranfield School of Management within the area of organizational behaviour and managing people and global careers.
http://www.cranfield.ac.uk/som/doctoralopendays
A poster designed for an academic presentation on how non-profit organizations can be proactive about developing their ability to adapt to changing circumstances and environment.
Optimising benefits from Canadian Research - Janet HalliwellCASRAI
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Janet Halliwell, Chair CASRAI; Co-Chair Admin Burden Canada collective; Chair CSPC
Dominique BĂŠrubĂŠ, Vice-President Research Programs, SSHRC
Jim Woodgett, Director of Research, Lunenfeld-Tanenbaum Research Institute
PhD Project opportunity at Cranfield School of Management within the area of Business Performance Management and Strategy. http://www.cranfield.ac.uk/som/phd
Target Gaming, Organizational Deviance and the Unintended Consequences of Per...Cranfield University
Â
PhD Project opportunity at Cranfield School of Management within the area of Business Performance Management and Strategy. http://www.cranfield.ac.uk/som/phd
PhD Project opportunity at Cranfield School of Management within the area of Business Performance Management and Strategy. http://www.cranfield.ac.uk/som/phd
Andragogy Research Scholarship Opportunity: MSc by Research in Leadership & M...Cranfield University
Â
Cranfield University specialises in applied research which shapes our teaching and is converted into practical application of knowledge in Management and Technology. We have a unique Masters by Research in Leadership and Management opportunity for someone to help us to develop the distinctive scholarship of post-graduate, post-experience learning in adults.
The lack of current research in this emerging field offers exciting opportunities for ground-breaking research, and early indications are that motivations, knowledge acquisition and application are very different from standard pedagogies based on child learners. If so, your research has the potential to transform university education.
You may already be working in education or be considering a role in academia; or you might be in a managerial or learning-related role in industry. Either way, you are interested in management, motivation, leadership and learning. This is not a teaching post, although if that is part of your planned career path opportunities to gain academic experience may be available to the right candidate.
Working closely with our new Centre for Andragogy and Academic Skills, your research will push forward the boundaries of our understanding about how adults learn; your results will demonstrate how to maximise learning and could be published in scholarly journals as well as influencing the learning and teaching practices in higher education.
You will join a cohort of research students in our world-leading School of Management and be given training in academic research methods appropriate to your research needs, and you will work directly with students and academics across various themes within the University.
A scholarship of up to full UK/EU fees is available. Note that this scholarship does not provide funding for living expenses or other costs.
Potential research topics include: What is Cranfieldâs signature andragogy?; Andragogy and new developments in Learning and Teaching; Developing the Reflective Practitioner; Kolb updated and applied.
Admission requirements:
⢠a strong first degree (UK level 2.1 minimum)
⢠please see website for English language requirements.
Deadline for applications: 31 July.
Expressions of interest, alongside a CV, are invited via email to Dr Madeline Fisher m.fisher@cranfield.ac.uk in the first instance.
See full details via the link: http://bit.ly/CranfieldAndragogy
PhD Project opportunity at Cranfield School of Management within the area of organizational behaviour and managing people and global careers.
http://www.cranfield.ac.uk/som/doctoralopendays
A poster designed for an academic presentation on how non-profit organizations can be proactive about developing their ability to adapt to changing circumstances and environment.
Optimising benefits from Canadian Research - Janet HalliwellCASRAI
Â
Janet Halliwell, Chair CASRAI; Co-Chair Admin Burden Canada collective; Chair CSPC
Dominique BĂŠrubĂŠ, Vice-President Research Programs, SSHRC
Jim Woodgett, Director of Research, Lunenfeld-Tanenbaum Research Institute
Measurement Of Values And Performance For The Institutions Of Higher Educatio...tulipbiru64
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Paper presented by Prof. Ir. Dr. Mohd Jailani Mohd Nor, Deputy Vice Chancellor (Research and Innovation), Universiti Teknikal Malaysia Melaka (UTeM) at the 4th PERPUN International Conference 2015: Information Revolution, 11-12th August 2015 at Avillion Legacy Hotel, Melaka.
Christopher L. Griffin - Evidence informed policy making - 26 June 2017OECD Governance
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Presentation by Christopher L. Griffin, Research Director, Access to Justice Lab, Harvard Law School, at the event on Governing better through evidence-informed policy making, 26-27 June 2017. The event was organised by the OECD Directorate for Public Governance in cooperation with the European Commissionâs Joint Research Centre (JRC), the Campbell Collaboration and the International Network for Government Science Advice (INGSA). For further information please see http://www.oecd.org/gov/evidence-informed-policy-making.htm
What must be done to ehance capacity for health systems research?IDS
Â
This presentation was written by Sara Bennett, Ligia Paina, Christine Kim, Irene Agyepong, Somsak Chunharas, Di McIntyre and Stefan Nachuk for the Global Symposium on Health Systems Research, November, 2010.
Report to the CERIFy project presenting findings from site visits and stakeholder interviews discussing ways in which esteem is measured and reported within partner institutions.
Presented by Stephanie Taylor at the CERIFy Data Surgery on May 19-20, 2011.
Project Website: http://cerify.ukoln.ac.uk/
David Gough - Evidence informed policy making - 27 June 2017OECD Governance
Â
Presentation by David Gough, Director, EPPI-Centre, UCL Institute of Education, at the event on Governing better through evidence-informed policy making, 26-27 June 2017. The event was organised by the OECD Directorate for Public Governance in cooperation with the European Commissionâs Joint Research Centre (JRC), the Campbell Collaboration and the International Network for Government Science Advice (INGSA). For further information please see http://www.oecd.org/gov/evidence-informed-policy-making.htm
Consortium metrics discussion with IOM Drug ForumMark David Lim
Â
Presentation made to the IOM Forum on Drug Discovery, Development, and Translation to explore the possibility of metrics that evaluate the performance of biomedical research consortia
This basically covers the aspects of Research Uptake and Knowledge Translation which will be useful to those who are interested in health communication and uptake of research evidence to different audiences in Public or Private sectors.
Addressing Gender Inequalities in Academia: challenges and strategies to over...SUPERA project
Â
Presentation held by MĂłnica Lopes (University of Coimbra) during the First Annual Conference On Recruitment, Retention And Career Progression Of Women In Academia, Gearing roles project, University of Lisbon, 27 November 2019.
With Great Power Comes the Responsible Use of MetricsClaire Sewell
Â
Metrics have long been used as an indicator of academic success and as a way to make key decisions. As the measurement of impact becomes increasingly important within academia there has been something of a backlash against trusting purely quantitative methods of assessment. The Responsible Metrics movement aims to ensure that metrics are used fairly alongside other measures to gather a true assessment of impact.
This webinar will discuss what the Responsible Metrics movement is, why it was developed, its importance and how library staff can best educate their research staff.
Project and Change Management Success Factors from Malaysian Government Depar...IOSR Journals
Â
a Project is considered as a core element in any organization and its continuity can be guaranteed through a successful change management. Confronting merciless challenges at the current time particularly at the market field, the emergency need has been raised to overcome those obstacles and step ahead on rivals. One way that most organizations have moved towards its capabilities and put the pressure on it to produce quality and optimal outcomes is ICT. Thus, various types of IT projects with variant intended objectives have been conducted. As being witnessed recently and noticed previously, that a lot of IT projects turned to fail due to several reasons. Additionally, way of life changes from time to time and people requirements have changed and become so complicated recently with the exposure to advanced technology that has been attached with our daily life activities. A survey has been conducted among some Malaysian Government departments and agencies to elicit the main factors which participate in the success of projects and what the importance level of implementing an effective change management over projects that lead to sustainability and productivity of the organizations. This survey results have been received as a quantitative feedback that makes it clear to make a conclusion.
Change Management for eâGovernance Projects
Department of Administrative Reforms & Public Grievances
Ministry of Personnel, Public Grievances and Pensions
Government of India
Organization Behaviour - Organization Change and DevelopmentSOMASUNDARAM T
Â
Organization Change, Importance, Reasons, Factors influencing changes, Levels of Change, Resistance to Change, Lewin's Force Field theory, Organization Development, OD Interventions (Techniques).
Measurement Of Values And Performance For The Institutions Of Higher Educatio...tulipbiru64
Â
Paper presented by Prof. Ir. Dr. Mohd Jailani Mohd Nor, Deputy Vice Chancellor (Research and Innovation), Universiti Teknikal Malaysia Melaka (UTeM) at the 4th PERPUN International Conference 2015: Information Revolution, 11-12th August 2015 at Avillion Legacy Hotel, Melaka.
Christopher L. Griffin - Evidence informed policy making - 26 June 2017OECD Governance
Â
Presentation by Christopher L. Griffin, Research Director, Access to Justice Lab, Harvard Law School, at the event on Governing better through evidence-informed policy making, 26-27 June 2017. The event was organised by the OECD Directorate for Public Governance in cooperation with the European Commissionâs Joint Research Centre (JRC), the Campbell Collaboration and the International Network for Government Science Advice (INGSA). For further information please see http://www.oecd.org/gov/evidence-informed-policy-making.htm
What must be done to ehance capacity for health systems research?IDS
Â
This presentation was written by Sara Bennett, Ligia Paina, Christine Kim, Irene Agyepong, Somsak Chunharas, Di McIntyre and Stefan Nachuk for the Global Symposium on Health Systems Research, November, 2010.
Report to the CERIFy project presenting findings from site visits and stakeholder interviews discussing ways in which esteem is measured and reported within partner institutions.
Presented by Stephanie Taylor at the CERIFy Data Surgery on May 19-20, 2011.
Project Website: http://cerify.ukoln.ac.uk/
David Gough - Evidence informed policy making - 27 June 2017OECD Governance
Â
Presentation by David Gough, Director, EPPI-Centre, UCL Institute of Education, at the event on Governing better through evidence-informed policy making, 26-27 June 2017. The event was organised by the OECD Directorate for Public Governance in cooperation with the European Commissionâs Joint Research Centre (JRC), the Campbell Collaboration and the International Network for Government Science Advice (INGSA). For further information please see http://www.oecd.org/gov/evidence-informed-policy-making.htm
Consortium metrics discussion with IOM Drug ForumMark David Lim
Â
Presentation made to the IOM Forum on Drug Discovery, Development, and Translation to explore the possibility of metrics that evaluate the performance of biomedical research consortia
This basically covers the aspects of Research Uptake and Knowledge Translation which will be useful to those who are interested in health communication and uptake of research evidence to different audiences in Public or Private sectors.
Addressing Gender Inequalities in Academia: challenges and strategies to over...SUPERA project
Â
Presentation held by MĂłnica Lopes (University of Coimbra) during the First Annual Conference On Recruitment, Retention And Career Progression Of Women In Academia, Gearing roles project, University of Lisbon, 27 November 2019.
With Great Power Comes the Responsible Use of MetricsClaire Sewell
Â
Metrics have long been used as an indicator of academic success and as a way to make key decisions. As the measurement of impact becomes increasingly important within academia there has been something of a backlash against trusting purely quantitative methods of assessment. The Responsible Metrics movement aims to ensure that metrics are used fairly alongside other measures to gather a true assessment of impact.
This webinar will discuss what the Responsible Metrics movement is, why it was developed, its importance and how library staff can best educate their research staff.
Project and Change Management Success Factors from Malaysian Government Depar...IOSR Journals
Â
a Project is considered as a core element in any organization and its continuity can be guaranteed through a successful change management. Confronting merciless challenges at the current time particularly at the market field, the emergency need has been raised to overcome those obstacles and step ahead on rivals. One way that most organizations have moved towards its capabilities and put the pressure on it to produce quality and optimal outcomes is ICT. Thus, various types of IT projects with variant intended objectives have been conducted. As being witnessed recently and noticed previously, that a lot of IT projects turned to fail due to several reasons. Additionally, way of life changes from time to time and people requirements have changed and become so complicated recently with the exposure to advanced technology that has been attached with our daily life activities. A survey has been conducted among some Malaysian Government departments and agencies to elicit the main factors which participate in the success of projects and what the importance level of implementing an effective change management over projects that lead to sustainability and productivity of the organizations. This survey results have been received as a quantitative feedback that makes it clear to make a conclusion.
Change Management for eâGovernance Projects
Department of Administrative Reforms & Public Grievances
Ministry of Personnel, Public Grievances and Pensions
Government of India
Organization Behaviour - Organization Change and DevelopmentSOMASUNDARAM T
Â
Organization Change, Importance, Reasons, Factors influencing changes, Levels of Change, Resistance to Change, Lewin's Force Field theory, Organization Development, OD Interventions (Techniques).
Slides deal about the UNIT- 3 Organising & staffing of Principles of Management. Various types of departmentation, Staffing. HR Management, Recruitment methods followed in iT industry, Private and Public Sectors, Appraisal methods, promotion of employees ect. related to Orgainsing and staffing are dealt
Taxonomy of change models Version 3.0 (July 2017)Mark Simpson
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Having worked in change environments for many years and used a wide range of change models for many different types of change we found it useful to collate and categorise models for ease of reference
In this update to our taxonomy we have added Change Rx, Galbraith Star Model, Positive Deviance and Whole System Transformation; further enhancements are welcomed.
In compiling this taxonomy we were surprised at the volume of change related models, in some ways a testament to the views that change can be challenging and the search for a formulaic approach that it could be argued is not possible given that humans are wonderfully unique and change situations can be highly varied. Our view is that understanding, appreciation, empathy, flexibility and resilience coupled with a desire to learn are foundational capabilities that can help those delivering change to be in a resourceful state in order that they support others and deliver effective change.
We hope you find this taxonomy of use.
Â
Mark Simpson
Head of Consultancy
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This Presentation consists of Organisation change, Change agents and Quality of Work life. Pls. make use of it and pls. do comment on the work.
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PhD Project opportunity at Cranfield School of Management within the area of organizational behaviour and managing people and global careers.
http://www.cranfield.ac.uk/som/doctoralopendays
PhD Project opportunity at Cranfield School of Management within the area of organizational behaviour and managing people and global careers.
http://www.cranfield.ac.uk/som/doctoralopendays
PhD Project opportunity at Cranfield School of Management within the area of Economics, Policy & Performance.
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Generational differences in work values: A review of theory and evidence (2011), Parry E, Urwin P.
http://dx.doi.org/10.1111/j.1468-2370.2010.00285.x
Abstract
This paper presents a critical review of the theoretical basis and empirical evidence for the popular practitioner idea that there are generational differences in work values. The concept of generations has a strong basis in sociological theory, but the academic empirical evidence for generational differences in work values is, at best, mixed. Many studies are unable to find the predicted differences in work values, and those that do often fail to distinguish between âgenerationâ and âageâ as possible drivers of such observed differences. In addition, the empirical literature is fraught with methodological limitations through the use of cross-sectional research designs in most studies, confusion about the definition of a generation as opposed to a cohort, and a lack of consideration for differences in national context, gender and ethnicity. Given the multitude of problems inherent in the evidence on generational differences in work values, it is not clear what value the notion of generations has for practitioners, and this may suggest that the concept be ignored. Ultimately, it may not matter to practitioners whether differences in the values of different birth cohorts reflect true generational effects, provided one can reliably demonstrate that these differences do exist. However, at present this is not the case, and therefore significant research is required first to disentangle cohort and generational effects from those caused by age or period. The suggestion that different groups of employees have different values and preferences, based on both age and other factors such as gender, remains a useful idea for managers; but a convincing case for consideration of generation as an additional distinguishing factor has yet to be made.
Research by the International Centre for Women Leaders at Cranfield School of Management has influenced recruitment for board-level appointments of publicly listed UK companies and has changed the composition of corporate boards in UK FTSE-350 companies.
These changes in board composition, as well as the practices of leading executive search firms, owe much to the work of the Lord Davies Steering Group, which draws extensively on the Centre's research.
For more information about the work of Cranfieldâs International Centre for Women Leaders: www.cranfield.ac.uk/som/cicwl
Key ways you can get involved with Research at Cranfield School of Management:
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Â
Poster for Mindfulness at Work 2014 Conference by Dr Laura Bakosh, Dr. Renee Snow, Dr. Jutta Tobias and Janice Houlihan (Collaboration project: Sofia University, Innerexplorer.org, Cranfield University) #MAWC14
To help organizations understand how their marketing functions can work with their internal and external stakeholders to successfully implement sustainability-led innovation.
Cranfield School of Management and The
Open University Business School are both
highly ranked, triple-accredited business
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Organizational Stewardship and Strategic Change: An Evolutionary Perspective
1. Organizational Stewardship & Strategic Change:
An Evolutionary Perspective [PhD Project]
Strong candidate
sought to study the role
of the executive in enabling
organizational adaptation and evolution.
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www.cranfield.ac.uk/som/phd
Admission requirements:
⢠a strong first degree (UK level 2.1 minimum)
⢠please see website for English language requirements.
Deadlines:
⢠applications for scholarships â mid-April.
Expressions of interest, alongside a CV, are invited via email to
andrey.pavlov@cranfield.ac.uk in the first instance.
See full details on our website.
Much of the work on strategic change is concerned with how executives can re-position their
organizations in accordance with their plans. This includes initiating changes, introducing
various systems, and overcoming resistance to change. Most importantly, however, this work
rests on the assumption that the strategist has a superior understanding of what the
organization needs and can predict and control the effect of his or her actions.
This assumption, however, is problematic, as organizations are complex systems, where the
effect of any initiative is fundamentally unpredictable. Moreover, it is questionable to what
extent executives at the top of the hierarchy actually possess the knowledge to craft effective
initiatives. In such a context, therefore, it might be more useful to âenableâ rather than âleadâ
strategic change. The evolutionary perspective on strategy provides an analytical lens for
theorizing this alternative approach.
Your work may examine evolutionary processes and the practices that enable or impede them.
Mapping the evolution of a strategy or understanding the role of the executive throughout
strategic change may be other possible options. This is a relatively new area in strategic
management, and the possibilities are boundless.
Supervisors: Dr Andrey Pavlov & Professor Cliff Bowman