The research objective is to demonstrate that a game-implementation process can serve as a means of solving some key implementation problems and for integrating the components associated with developing a quantitative based system. Thus, the study has the following objectives: 1. To demonstrate by means of a case study example that gaming can be successfully employed as a systems implementation tool. 2. To identify a game-implementation approach which would be useful in developing and implementing a quantitative based system.

This dissertation examines the relationship between computer technology and management science and changes in the role of profit planning within the commercial banking system of the U.S.A. The objective of the study is to develop a generalized profit-planning model which employs the existing decision processes to create pro-forma financial statements for a commercial bank. The study concentrated on the 300 largest commercial banks (ranked by deposits as of December 31, 1969) of the Federal Reserve System. These particular banks held the greatest potential for having a Planning Department, the computing capability necessary for problem solving, and a Management Science Department actively employing management science techniques to profit-planning problems. The research for the dissertation included an in-depth study of secondary sources, an interrogation of commercial bank executives and a detailed questionnaire which was submitted to each of the 300 largest banks. Sponsorship for the Financial Planning Questionnaire was obtained from the Southwestern Graduate School of Banking at Southern Methodist University, Dallas, Texas. The sponsorship helped obtain a large sample return (in excess of 50.0 percent) and thereby increased the statistical reliability of the results of the study.

The purpose of this research is to better understand how marketers and consumers solve problems. This research first reviews the problem-solving literature, discusses several areas of confusion related to problem-solving, and offers solutions. After resolving the confusion, this research then develops a theoretical model of problemsolving. Four hypotheses are derived from the model, and then empirically tested. The model states that the distinct cognitive domain of problem-solving begins with problem recognition. Given a problem, associative memory and associative activation provide a solution (H #1). This solution is either satisfactory or unsatisfactory. If satisfactory, the individual engages in the satisficing process and accepts the solution (H#2). If unsatisfactory, the individual engages in the decision-making process and searches for information related to an alternative solution (H #3). Thus, the difference between satisficing and decision-making is the search for information (H #4). Problemsolving ends when an intended solution is chosen. A pretest and two studies are conducted to test the four hypotheses. The Pretest demonstrated situations that elicited problem recognition. Study 1 tested hypothesis #1 and found that at least 75 percent of the time associative memory and associative activation provided a solution. Study 2 tested hypotheses #2, #3, and #4. Hypotheses #2 and #3 were tested using a two-way ANOVA, Chi-Square, and Point Biserial Correlation and hypothesis #4 was tested using an independent sample t-test and Point Biserial Correlation. Results of all empirical tests confirm each of the hypotheses, which in turn support the theoretical model. / Includes bibliography. / Dissertation (Ph.D.)--Florida Atlantic University, 2017. / FAU Electronic Theses and Dissertations Collection

Alliance portfolios, or a firm collection of simultaneous alliances, have become common phenomena particularly in technology industries. These portfolios have been found to have a significant impact on firms’ financial performance. At the same time, there is little consensus regarding the direction of this effect. Findings have shown positive, negative, curvilinear, and non-significant relationships. In this dissertation, I employed an organizational learning perspective to investigate the effect of alliance portfolio size on firm financial performance. Using a sample of 343 firm-year observations in the U.S. software industry, I explored portfolio- and firm-level characteristics as moderators of this relationship. Findings provide evidence for a curvilinear, inverted U-shaped relationship between portfolio size and firm performance that is moderated by the timing of the alliances within the portfolio and by the firms’ Top Management Team (TMT) turnover. / Includes bibliography. / Dissertation (Ph.D.)--Florida Atlantic University, 2017. / FAU Electronic Theses and Dissertations Collection

Healthcare is recognised as a complex high risk industry that demands effective management of the risks presented. A total of 260 NHS Trusts were surveyed to identify the risk management arrangements in place. The results were analysed alongside three different sources of nationally published data (CQC, Monitor and NHSLA) to determine if certain organisational or system characteristics existed that would either predetermine risk performance or predispose the Trust to a higher or lower level of performance. The results successfully dispelled a number of preconceptions relating to the size and status of the Trust in determining the performance achieved. However what was evident was the influence that the Trust’s culture and commitment to risk has on the safety and quality of services delivered. A second finding was the significant influence of central policy in the arrangements that organisations had in place from the presentation and content of risk strategy documents, criteria considered and executive leadership. The constraints of a national policy applied locally potentially limits the effectiveness of the processes in managing risk. It was concluded that whilst central policy may help in standardising how risk is managed current arrangements focus arrangements to narrowly. As a result the role of central policy makers should be to set principles that draw on and translate best practice from other high risk industries and encourage local health leaders to flex the approach to reflect local needs and priorities. This local flex should aim to integrate with other corporate programmes to ensure that risk is embedded in all decision making and the risk of the safety and quality of patients is considered alongside risks that may be perceived to be a higher priority such as operational targets and financial balance.

This thesis proposes a metatheory for the study of organisational transformation. A metatheory is a coherent conceptual system that analyses and accommodates the insights of other theory. In a time of rapidly changing organisational, societal and global environments there is a strong imperative for developing integrative conceptual frameworks that contribute to our understanding and explanation of transformational change. Like other areas of social science, the field of organisational transformation is made up of a multitude of diverse theories that offer useful and valid insights into aspects of transformational phenomena. These theories come from many different theoretical schools and research paradigms and they employ a wide range of explanatory concepts. There are however, no overarching theoretical frameworks specifically developed from metatheory building techniques that might give an overall coherency to the field. Consequently, there is no way of deciding on the relative conceptual merits of particular theories and there is often little justification for adopting one theory over another to explore some aspect of organisational transformation. To fill this gap, this thesis uses conceptual research methods to i) review extant literature, ii) develop a metatheory for organisational transformation and iii) apply this metatheory to the exemplar topic of organisational sustainability. The initial chapters introduce the topics of organisational transformation and metatheory building and provide a rationale for an overarching approach to radical organisational change. Following this, a method for metatheory building is developed and its application in this study is described. A rationale for the sampling procedure and organisational of data is also presented. The metatheory building method involves the use of conceptual theme analysis for identifying the core themes theorists use in describing and explaining organisational transformation. In subsequent chapters, core themes are analysed using the techniques of bridging and bracketing to derive a number of conceptual lenses. These lenses, and the relationships between them, form the central components for the integral metatheory. Having identified and described the basic set of conceptual lenses for transformation, the exemplar topic of organisational sustainability is used to show how the metatheory can be applied to a specific area of research. The final chapter evaluates the integral metatheory with some commonly used criteria for judging the results of conceptual research. A brief evaluation of the chief metatheoretical resource used in the study, i.e., AQAL metatheory, is also carried out. This thesis endeavours to contribute to the field of organisational, transformational and sustainability studies by i) developing a metatheoretical framework for the study of radical organisational change, ii) offering a comprehensive review of paradigms and theories of organisational transformation and their core explanatory concepts, and iii) proposing a more detailed metatheory building method which can make a significant contribution to the conceptual development of many fields within organisational studies.

Occurrence of human error in highly complex systems, such as a cockpit, can be disastrous and/or overwhelmingly costly. Mismanagement of multiple concurrent tasks has been observed by researchers to be a type of repetitive human error in previous studies of accidents and incidents. This error may occur in the form of wrong selection of a strategy to attend to tasks, and/or wrong assessment of a task's priority at each moment. The desire to prevent such errors forms two essential questions: 1) Is there any (near) optimal method of managing multiple concurrent tasks? 2) How optimally do human operators manage these tasks? To answer the first question, operations research as it is applied to single machine scheduling was used. The operator was assumed to be a single resource that attended to different tasks, one at a time. To answer the second question, a software environment was developed to measure the human's multitasking performance, which was then compared with the answer to question one. In this research, the operator's quality of performance was maximized as opposed to the number of tasks accomplished, which was considered by previous researchers. A metaphor of 'Juggler and spinning plates' along with a graphic bar illustration was used to resemble an operator (a juggler) who manages several tasks (plates on vertical poles) concurrently. Several mixed (binary) integer-linear programming models were developed discretely over time. One model was selected and solved by the means of tabu search heuristic method. In tabu search, the significance of different initial solution finding mechanisms and different applications of long-term memory was investigated. A conjecturing method, within the tabu search, was introduced for solving problems with very large planning horizons. In all cases, tabu search gave good quality solutions in a much shorter time than branch-and-bound. Under five different scenarios, ten subjects were studied while managing multiple concurrent tasks in the software environment. None of the subjects could gain a score better than tabu search in any of the scenarios. Subjects' patterns of attendance to tasks were analyzed and compared against the pattern suggested by tabu search, and similarities/differences were identified. / Graduation date: 2003

Understanding the wide range of outcomes achieved by firms trying to implement TQM and similar process improvement initiatives presents a challenge to management science and organization theory: a few firms reap sustained benefits from their programs, but most efforts fail and are abandoned. A defining feature of such techniques is the reliance on the front-line workforce to do the work of improvement, thus creating the possibility of agency problems; different incentives facing managers and workers. Specifically, successfully improving productivity can lead to lay-offs. The literature provides two opposing theories of how agency interacts with the ability of quality-oriented improvement techniques to dramaticlly increase productivity. The 'Drive Out Fear' school argues that firms must commit to job security, while the 'Drive In Fear' school emphasizes the positive role that insecurity plays in motivating change. In this study a contract theoretic model is developed to analyze the role of agency in process improvement. The main insight of the study is that there are two types of job security, internal and external, that have opposite impacts on the firm's abilty to implement improvement initiatives. The distinction is useful in explaining the results of different case studies and can reconcile the two change theories. / National Science Foundation, grant SBR-9422228, the Ford Motor Company and the Harley-Davidson Motor Company

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