The research study focuses on developing theory to understand influences on effectiveness in multiparty collaborative groups working within the public and nonprofit sectors. It is based in the context of academic theory and research in the field of group effectiveness. The empirical research is based within the interpretivist research paradigm. Research data are based on interviews with members of six multiparty groups which may be seen as partnerships emerging within the context of the UK government's modernisation agenda. The study offers contributions to knowledge in six main ways. First, it suggests difficulties experienced with effectiveness by multiparty groups are both systemic (built in at the start) and dynamic (part of ongoing group processes). Second, it offers a new theoretical framework for understanding problems with effectiveness in multiparty groups in public and non-profit contexts. This framework stresses the tensions and ambiguities that are endemic within multiparty group working, and the dynamic relationship between goals, roles and internal and external relational process. Third, the theoretical framework developed is seen to have specific implications for practice in multiparty groups. Fourth, the study suggests that there are specific differences between multiparty groups and groups set in single organization contexts. Fifth, the research suggests that there are systemic and dynamic aspects of multiparty group functioning that mean that groups collude with a modernisation agenda that can be seen as a control agenda rather than one of democracy (community engagement and empowerment). Finally, the theoretical framework is thought to have relevance to contexts other than public and non-profit settings.

No description available.

Based within the 'upper echelons' tradition, the starting premise for this thesis is that demographic attributes such as age, functional background, educational attainment, gender, and tenure, influence the decisions made by top management teams (TMTs) (Pfeffer, 1983; Hambrick & Mason, 1984). Unlike most studies, which use public archival data, artificial teams, or retrospective interviews with a couple of selected senior executives, this research design (which is unprecedented in the TMT literature), investigated the decision making processes, in real time, of 23 authentic and fully functioning TMTs in the UK manufacturing sector using a state-of-the-art business simulation. From a concentrated literature review which focused exclusively on TMTs, and disentangled the constructs of dissimilarzfy (individual level differences) and diversity (team level differences), a series of propositions were established. These hypothesized that demographic variation would lead to cognitive variation, that both these types of variation would influence team processes, which in turn would affect decision belief. Despite the meticulous precision with which the constructs were measured in this research, and even with the application of sophisticated multi-level modeling techniques, only limited and sporadic support was observed for these predictions. Although there were slightly more findings than one would expect by chance alone (27 from a possible 177), these tended to be isolated and formed no clear pattern. Moreover, when one went beyond tests of simple statistical significance and reviewed effect sizes, all 27 results were tiny. The conclusion of this research is that demographic attributes are not nearly as influential in real TMTs as 'upper echelons' theory (Hambrick & Mason, 1984) supposes. It is argued that the lack of convincing results is due to over-riding and inherent social factors in authentic TMTs, so that individual demographic differences cease to be novel or important during strategic decision-making discussions. The practical, theoretical and methodological implications of retaining the global null hypothesis are discussed in the final chapters.

No description available.

Designing GSS that can be used effectively by co-located groups presents a number of specific problems that do not exist with other group configurations. In particular, any GSS in a co-located setting has an overhead of use that must be recouped by its benefits, or it reduces the overall group effectiveness. In distributed groups the same basic payback is necessary, but usually the GSS is also used as a communication medium; in co-located groups, members communicate directly so this immediate payback is not available to them and the benefit must come from the decision support strand of GSS.

Economic theory traditionally explains choice under risk through the preferences of the individual, yet many important economic decisions are made by groups. To increase our understanding of the implications of group decisions and enrich our theories accordingly, we need empirical and experimental evidence on groups. Although economists have conducted controlled laboratory experiments on individual choice for many decades, only recently have researchers begun to use the experimental method to study group decisions under risk. This thesis contributes to the study of group decision making under risk by providing a cross-disciplinary review of the growing literature on this topic, followed by three experiments on risk-taking by groups. The first experiment investigates the role of communication and peer effects, the second experiment investigates group composition, and the final experiment focuses on information sharing in groups.

This research explored the systems psycho-dynamics or group dynamics manifesting in meetings of a self-managed group within a bank. It also investigated the influence of these dynamics on the group's intra- and intergroup relationships.. The literature review explored the dynamics manifesting in groups in general, and reviewed relevant research that has been conducted. A qualitative study explored how these dynamics are manifesting in this group and how they are influencing the intra- and intergroup relationships. The results indicate that there are complex system psycho-dynamics manifesting in this self-managed group. They are influencing its intra- and intergroup relationships and rendering the group less effective in terms of its achieving its primary task. / Industrial and Organisational Psychology / MA (Industrial and Organisational Psychology)

This research explored the systems psycho-dynamics or group dynamics manifesting in meetings of a self-managed group within a bank. It also investigated the influence of these dynamics on the group's intra- and intergroup relationships.. The literature review explored the dynamics manifesting in groups in general, and reviewed relevant research that has been conducted. A qualitative study explored how these dynamics are manifesting in this group and how they are influencing the intra- and intergroup relationships. The results indicate that there are complex system psycho-dynamics manifesting in this self-managed group. They are influencing its intra- and intergroup relationships and rendering the group less effective in terms of its achieving its primary task. / Industrial and Organisational Psychology / MA (Industrial and Organisational Psychology)

ICTs have enabled increased mobility and created a new era of workplace connectivity. Due to changes in work organization, global operations, increased mobility, and the new opportunities they are creating; work requires more coordination, more travel and a higher frequency of boundary spanning. ICTs have infiltrated into the personal life of individuals, while similarly, having an increasing impact on how organizations manage their workers‘ work-life balance. This research investigates the work boundary negotiation process in ICT-enabled work.Using an in-depth case study supplemented with visual data, this thesis studies the case of Sigma, an international consulting firm, that serves clients located in a large geographical area. It explores how consultants exhibiting mobile work practices, use ICTs to negotiate work boundaries. It draws on the structurational model of technology and complements it with the boundary object construct. The utilisation of this combined approach allows further understanding of work boundary negotiation.The research reveals that some ICTs as technological artefacts are boundary objects bridging between different groups of actors, crossing work boundaries, and allowing actors to negotiate their work boundaries while challenging traditional boundaries. Thus, allowing consultants to use their ICTs (specifically their smartphone) to negotiate their work boundaries on a need to basis. The boundary negotiation process (as revealed by the structuration process) is the means by which consultants try to make the most out of existing social structures – in this case specifically domination – in their organizational context. The ICT becomes a source of power and is mainly used to manifest domination over available resources. Consultants use them to maintain control over their life, increase their legitimacy and convey that they are professional experts. ICTs allow consultants to continuously redefine their work boundaries which become dynamic, fluid and contextual; the research reaffirms the sociotechnical nature of work boundaries.The thesis also develops a conceptual model of work boundary negotiation that conceptually illustrates how boundary negotiation is the outcome of the structuration process and the negotiation of existing structures of domination, legitimation and signification.