Reflections on Resilience (Asynchronous Session)
Skills and Organizational Elements for Social Digital Innovation : Transnlational Study +RESILIENT Project View Digital Media
Paper Presentation in a Themed Session Lidia Arroyo, Jörg Müller
The identification of skills for Social Digital Innovation is a key issue for the future of work (UE,2019; WEF,2019; OIT,2019). From a conceptualization of skills that take into account the organizational elements that allow the performance of individual capacities (Monchartre & Rolle, 2003; Lichtenberger, 2003), this study aims to identify skills and organizational elements to generate sustainable social digital innovation linked to the resilient organizations. The research is part of the EU Interreg +Resilient Project that consists of a transnational study with a sample of 366 people and comprises a wide range of stakeholders from a 4th helix approach: social economy organisations, enterprises from the private sector, public administrations, research institutions and civil society.
How Can Financial Firms Go Green? : Seeing the Elephant View Digital Media
Paper Presentation in a Themed Session John Holland
The research question of the paper is: How can financial firms go green? Change in banks, fund managers, and other financial firms is at the heart of green finance, its role in green economy changes, and rapid responses to significant risks of climate change. This involves change in complex organisational systems in firms and comprises significant problems of understanding and action. Complexity must be addressed to manage change and problems. Field and archival research are used to reveal the main elements, connections, and interactions, in the case financial firms as complex socio-technical systems (Mitleton-Kelly (2003), and in their green change process. The focus is on change in nonfinancial aspects and how this changes financial activities. An interdisciplinary approach ( de Bakker et al, 2019) is adopted to interpret the resulting empirical change narrative and develop an equivalent theoretical narrative. These narratives constitute a conceptual framework in the form of a Green ‘Behavioural theory of the financial firm’. Managers and stakeholders can never fully understand and be ‘in control’, but they can develop agile and resilient organisations. This enhanced understanding is a means to ‘steer’ the financial firm complex system and its green change process through a ‘complex, tangled web of interactions’ (Holland J H, 2014) to achieve sustainability aims. These are part of the evolving means to realign value in financial markets with values of wider society (Carney, 2020).
Leveraging the Dark Side: Implications and Management of Dark Triad Personality Traits Among Employees View Digital Media
Paper Presentation in a Themed Session Joseph Rosendale, Eliot Mastrovich
This paper examines the link between the Dark Triad of personality types (Machiavellianism, Psychopathy, and Narcissism) and workplace behaviors. The research objective seeks to confirm the relationship between the Dark. We discuss the background of Dark Triad research in the field, summarize empirical findings in comparison to prior studies, and discuss the implications of the findings within the broader field of organizational behavior management. By better understanding the strengths and weaknesses of individuals with Dark Triad characteristics, organizations can ensure they are provided with appropriate guidance to ensure the most beneficial relationship possible for both sides.
Featured Workplace Diversity and Organizational Effectiveness: A Review, Model, and Future Research Agenda View Digital Media
Paper Presentation in a Themed Session Mansi Babbar, Reetesh K. Singh
The globalization, migration of people for better opportunities, economic transformation, and socio-cultural changes has brought diverse people together under the same roof. The changing demographic dynamics in workforce necessitate the organizations to re-design their cultures and re-think their values, norms, and belief systems to accommodate and accept diverse identities with diverse perspectives. In this light, the present study endeavors to explore the impact of workplace diversity on organizational effectiveness and aims to identify direct and indirect consequences of diversity at the workplace. The study employs a bibliometric analysis and a documentary research approach to extensively review the literature, identify gaps, and develop a conceptual model. The review findings propose an indirect relationship between workplace diversity and organizational effectiveness via three mediating variable i.e. job satisfaction, organizational commitment, and performance. The proposed conceptual model presents an opportunity for future researchers to empirically test it and share their findings. The results may be relevant for management, particularly the human resource managers for enhanced understanding of the impact of diversity on individual and organizational outcomes. Additionally, this study has significant implications for managers who may consider devising appropriate strategies to leverage opportunities associated with diverse individuals working together and eliminate any friction and conflicts resulting because of such diversity.
