The Experts below are selected from a list of 54 Experts worldwide ranked by ideXlab platform
Mark S Ackerman - One of the best experts on this subject based on the ideXlab platform.
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augmenting Organizational memory a field study of answer garden
ACM Transactions on Information Systems, 1998Co-Authors: Mark S AckermanAbstract:A growing concern for organizations and Groups has been to augment their knowledge and expertise. One such augmentation is to provide an Organizational memory, some record of the organization's knowledge. However, relatively little is known about how computer systems might enhance Organizational, Group, or community memory. This article presents Answer Garden, a system for growing Organizational memory. The article describes the system and its underlying implementation. It then presents findings from a field study of Answer Garden. The article discusses the usage data and qualitative evaluations from the field study, and then draws a set of lessons for next-generation Organizational memory systems.
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augmenting the Organizational memory a field study of answer garden
Conference on Computer Supported Cooperative Work, 1994Co-Authors: Mark S AckermanAbstract:A growing concern for organizations and Groups has been to augment their knowledge and expertise. One such augmentation is to provide an Organizational memory, some record of the organization's knowledge. However, relatively little is known about how computer systems might enhance Organizational, Group, or community memory. This paper presents findings from a field study of one such Organizational memory system, the Answer Garden. The paper discusses the usage data and qualitative evaluations from the field study, and then draws a set of lessons for next-generation Organizational memory systems.
Paul V Martorana - One of the best experts on this subject based on the ideXlab platform.
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Group dynamics in top management teams Groupthink vigilance and alternative models of Organizational failure and success
Organizational Behavior and Human Decision Processes, 1998Co-Authors: Randall S Peterson, Pamela D Owens, Philip E Tetlock, Elliott T Fan, Paul V MartoranaAbstract:This study explored the heuristic value of Janis' (1982) Groupthink and vigilant decision making models as explanations of failure and success in top management team decision making using the Organizational Group Dynamics Q-sort (GDQ). Top management teams of seven Fortune 500 companies were examined at two historical junctures-one when the team was successful (defined as satisfying strategic constituencies) and one when the team was unsuccessful. Results strongly supported the notion that a Group' decision making process is systematically related to the outcomes experienced by the team. Ideal-type Q-sorts organized around Janis' analysis of Groupthink and vigilance were substantially correlated with Q-sorts of failing and successful Groups, respectively. The fit was, however, far from perfect. Ideal-type Q-sorts derived from other frameworks correlated better with the failure-success classification than did the Janis-derived ideal types. Successful Groups showed some indicators of Groupthink (e.g., risk-taking, cohesion, and strong, opinionated leaders), whereas unsuccessful Groups showed signs of vigilance (e.g., internal debate to the point of factionalism). The results illustrate the usefulness of the GDQ for developing and empirically testing theory in Organizational behavior from historical cases. Copyright 1998 Academic Press.
Randall S Peterson - One of the best experts on this subject based on the ideXlab platform.
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Group dynamics in top management teams Groupthink vigilance and alternative models of Organizational failure and success
Organizational Behavior and Human Decision Processes, 1998Co-Authors: Randall S Peterson, Pamela D Owens, Philip E Tetlock, Elliott T Fan, Paul V MartoranaAbstract:This study explored the heuristic value of Janis' (1982) Groupthink and vigilant decision making models as explanations of failure and success in top management team decision making using the Organizational Group Dynamics Q-sort (GDQ). Top management teams of seven Fortune 500 companies were examined at two historical junctures-one when the team was successful (defined as satisfying strategic constituencies) and one when the team was unsuccessful. Results strongly supported the notion that a Group' decision making process is systematically related to the outcomes experienced by the team. Ideal-type Q-sorts organized around Janis' analysis of Groupthink and vigilance were substantially correlated with Q-sorts of failing and successful Groups, respectively. The fit was, however, far from perfect. Ideal-type Q-sorts derived from other frameworks correlated better with the failure-success classification than did the Janis-derived ideal types. Successful Groups showed some indicators of Groupthink (e.g., risk-taking, cohesion, and strong, opinionated leaders), whereas unsuccessful Groups showed signs of vigilance (e.g., internal debate to the point of factionalism). The results illustrate the usefulness of the GDQ for developing and empirically testing theory in Organizational behavior from historical cases. Copyright 1998 Academic Press.
Elliott T Fan - One of the best experts on this subject based on the ideXlab platform.
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Group dynamics in top management teams Groupthink vigilance and alternative models of Organizational failure and success
Organizational Behavior and Human Decision Processes, 1998Co-Authors: Randall S Peterson, Pamela D Owens, Philip E Tetlock, Elliott T Fan, Paul V MartoranaAbstract:This study explored the heuristic value of Janis' (1982) Groupthink and vigilant decision making models as explanations of failure and success in top management team decision making using the Organizational Group Dynamics Q-sort (GDQ). Top management teams of seven Fortune 500 companies were examined at two historical junctures-one when the team was successful (defined as satisfying strategic constituencies) and one when the team was unsuccessful. Results strongly supported the notion that a Group' decision making process is systematically related to the outcomes experienced by the team. Ideal-type Q-sorts organized around Janis' analysis of Groupthink and vigilance were substantially correlated with Q-sorts of failing and successful Groups, respectively. The fit was, however, far from perfect. Ideal-type Q-sorts derived from other frameworks correlated better with the failure-success classification than did the Janis-derived ideal types. Successful Groups showed some indicators of Groupthink (e.g., risk-taking, cohesion, and strong, opinionated leaders), whereas unsuccessful Groups showed signs of vigilance (e.g., internal debate to the point of factionalism). The results illustrate the usefulness of the GDQ for developing and empirically testing theory in Organizational behavior from historical cases. Copyright 1998 Academic Press.
Pamela D Owens - One of the best experts on this subject based on the ideXlab platform.
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Group dynamics in top management teams Groupthink vigilance and alternative models of Organizational failure and success
Organizational Behavior and Human Decision Processes, 1998Co-Authors: Randall S Peterson, Pamela D Owens, Philip E Tetlock, Elliott T Fan, Paul V MartoranaAbstract:This study explored the heuristic value of Janis' (1982) Groupthink and vigilant decision making models as explanations of failure and success in top management team decision making using the Organizational Group Dynamics Q-sort (GDQ). Top management teams of seven Fortune 500 companies were examined at two historical junctures-one when the team was successful (defined as satisfying strategic constituencies) and one when the team was unsuccessful. Results strongly supported the notion that a Group' decision making process is systematically related to the outcomes experienced by the team. Ideal-type Q-sorts organized around Janis' analysis of Groupthink and vigilance were substantially correlated with Q-sorts of failing and successful Groups, respectively. The fit was, however, far from perfect. Ideal-type Q-sorts derived from other frameworks correlated better with the failure-success classification than did the Janis-derived ideal types. Successful Groups showed some indicators of Groupthink (e.g., risk-taking, cohesion, and strong, opinionated leaders), whereas unsuccessful Groups showed signs of vigilance (e.g., internal debate to the point of factionalism). The results illustrate the usefulness of the GDQ for developing and empirically testing theory in Organizational behavior from historical cases. Copyright 1998 Academic Press.