Cooperation have in previous research been seen as a negative impact on competition and  vice versa. This thesis is building on a concept called coopetition in which cooperation and  competition is studied simultaneously. Coopetition have been studied in terms of the level of  cooperation and competition. However, we found a possible link between coopetition and  complexity in previous literature. Thus, the purpose of this study is to explore whether  complexity can develop an understanding for what organizations within a company group  cooperate and compete about as well what they want to cooperate and compete about.     The four main cornerstones in the theoretical frame of reference is cooperation, competition,  coopetition and complexity. We begin by defining these concepts, describing previous  research and discuss various factors of the concepts. Finally, we further develop the possible  link between coopetition and complexity.    For reaching our purpose we study a company group in the travel industry. We are  conducting unstructured interviews with people at leading positions in the company group.  Our analysis is done by thematic network analysis in six steps.    The empirical data is coded, basic themes are found and a condensed version of the  interviews is presented together with a short presentation about the company group.     In the analysis we present two global themes, cooperation and competition. These are both  derived from the basic themes and organizing themes. The factors of complexity are the  organizing themes.    Our conclusion is that complexity can categorize wanted and actual cooperation in the  company group in the sense that complexity has to be lowered for cooperation to exist.  Regarding competition, we did not draw any conclusion to our purpose due to lack of data.  However, we find that competition is mainly seen as negative in the coopetitive situation  studied.     The implications of this thesis is that complexity can further refine the concept of coopetition  but the causality have to be further tested. In a managerial perspective, leaders should focus  on decreasing the factors of complexity if cooperation is wanted. We also suggest that it is  important to understand if people in organizations are positive towards cooperation and  negative to competition or the other way around.

Thesis (Ph. D.)--University of Michigan, 1988. / Includes bibliographical references (leaves 109-115).

No description available.

Thesis (M.B.A.)--Ohio State University, 1949. / Includes bibliographical references (leaves 118-122). Available online via OhioLINK's ETD Center.

Thesis (PhD) - Australian Graduate School of Entrepreneurship, Swinburne University of Technology - 2008. / Submitted for the degree of Doctor of Philosophy, Australian Graduate School of Entrepreneurship, Swinburne University of Technology, 2008. Includes bibliographical references (p. 212-236).

Thesis (Ph. D.)--University of Texas at Austin, 2007. / Vita. Includes bibliographical references.

Because of their seemingly universal appeal, game elements such as points, goals and leaderboards, are increasingly being incorporated into non-entertainment situations with the aim of increasing user performance. This process is referred to as gamification. However, little empirical research exists on gamification’s effectiveness in enhancing performance, particularly with respect to moderating influence of user personality traits. Social gamification that involves more than one participant incorporates social interdependence, which takes form as negative interdependence (competitive in nature) or positive interdependence (cooperative in nature). Based on the hypothesis that the interdependence type underlying a gamification system would appeal to differing personality traits, this study reports a quasi-experiment involving a platform designed to manipulate participant interdependence structure among cooperation, competition, and neutrality, with the latter acting as the control condition. These three interdependence structures functioned as the experiment’s independent variable, with measures of participant performance as dependent variables, together with the participant personality traits assessed using the five factor model of personality acting as moderating variables. 294 undergraduate participants worked with the platform on a voluntary basis over an eight-week period, spending 38,180 minutes and performing 3,275 actions. At the conclusion of the experiment, the data collected were analysed using Kruskal-Wallis, ANOVAs, multilevel mixed method regression models, and a generalised estimating equation. The study’s results yield significant evidence that incorporating gamification in the experimental platform increases participant performance as measured by completed actions on the platform, and that participant personality traits moderated performance depending on interdependence structure. Significant results suggest that within the gamified platform, Extraversion positively moderates performance under competition and Openness positively moderates performance under cooperation.

Children must learn not to trust everyone to avoid being taken advantage of. In the current study, 5- and 7-year-old children were paired with a partner whose incentives were either congruent (cooperative condition) or conflicting (competitive condition) with theirs. Children of both ages were more likely to mistrust information spontaneously provided by the competitive than the cooperative partner, showing a capacity for detecting contextual effects on incentives. However, a high proportion of children, even at age 7, initially trusted the competitive partner. After being misled once, almost all children mistrusted the partner on a second trial irrespective of the partner’s incentives. These results demonstrate that while even school age children are mostly trusting, they are only beginning to spontaneously consider other’s incentives when interpreting the truthfulness of their utterances. However, after receiving false information only once they immediately switch to an untrusting attitude.

In order to reach a sustainable traffic development, the European Union follows the central idea of an integrated transport policy. In contrast to the widely accepted concept, the EU recently had to admit that in fact transport development goes in the opposite direction. This contradiction has to be explained. The article describes the long lasting succession of efforts to implement a far-reaching cooperation in the transport sector as is aspired to by an integrated transport policy. In each case, though, the political idea of cooperation was superseded by the economic one of competition. Therefore, the author argues in favour of a detailed scientific analysis of the necessary political conditions for an integrated transport policy, instead of continuing an untested concept.

Made available in DSpace on 2016-04-25T16:44:37Z (GMT). No. of bitstreams: 1 Juliana de Moura Jorge Graminho.pdf: 1170913 bytes, checksum: 91d83f81518d7f11fdbf377bebc29853 (MD5) Previous issue date: 2013-10-24 / Ties and cooperation between employer and employee has been hurt by the current environment that emphasizes short term predominantly. Thus, to influence coopera-tion and, therefore, to get engagement and high performance from employees has been a major challenge for employers and leaders in companies. In this sense, this dissertation aims to investigate cooperatives and/or deserters (non-cooperative) de-cisions regarding to the binomial reward-performance between employee and em-ployer, within the organizational context, through Game Theory applied to a study of multiple cases, in an adapted version of the Prisoner's Dilemma. The survey, con-ducted with ten employees of an industry, showed that over the last seven years there was no complete congruence and reciprocity between performance delivered by the employee to the employer and the reward given by the employer to the em-ployee. These results reinforce the premise that not all decisions regarding the re-ward and performance take into account past decisions and no seek to maximize results. Consequently, high performance is not reinforced and perpetuated, and in the same way the poor performance finds conditions for spreading. Finally, these re-search findings allowed reflect on what policies and practices can be adopted to achieve cooperation, engagement, high performance and a best collective result / Vínculo e cooperação entre empregador e empregado têm sido afetados pelo ambi-ente organizacional que enfatiza resultados de curto prazo. Estimular cooperação para obter engajamento e alto desempenho dos empregados é um grande desafio para empregadores e líderes nas empresas. Considerando as tensões entre compe-tição e cooperação, esta dissertação objetiva investigar as decisões cooperativas e/ou desertoras (não cooperativas) relativamente ao binômio recompensa-desempenho entre empregado e empregador no âmbito organizacional, à luz da Teoria dos jogos. Trata-se de um estudo de múltiplos casos em uma versão adapta-da do Dilema do Prisioneiro. A pesquisa, realizada com dez empregados de uma indústria, demonstrou que, no decorrer dos últimos sete anos, não houve plena con-gruência e reciprocidade entre desempenho entregue pelo empregado ao emprega-dor e a recompensa oferecida pelo empregador ao empregado. Os resultados mos-tram, não é sempre que todas as decisões quanto à recompensa e desempenho consideraram decisões passadas e que também não é sempre que todas buscam maximizar resultados. Consequentemente, o alto desempenho não é reforçado e perpetuado, da mesma forma que o baixo desempenho encontra condições para se propagar. A pesquisa permitiu ainda a reflexão sobre quais políticas e práticas po-dem ser adotadas para alcançar a cooperação, o engajamento, alto desempenho e um melhor resultado coletivo