{"title":"Trio of human, old and new copilots: Collaborative accountability of human, manuals/standards, and artificial intelligence (AI)","authors":"Junesoo Lee, Duk-Jo Kong, Taejun Lee","doi":"10.1016/j.orgdyn.2024.101090","DOIUrl":"https://doi.org/10.1016/j.orgdyn.2024.101090","url":null,"abstract":"Humans have developed and employed manuals to systematically organize, standardize, and transfer knowledge for decision-making in organizations. These manuals and standards have served as a \"conventional copilot\" for humans’ intellectual activities, taking the form of collected references or operational procedures. Recently, artificial intelligence (AI) has emerged as a \"novel copilot\" that aids humans in organizations. Given the two non-human supports, this article aims to redefine the relational dynamics among the trio (human, manuals/standards, and AI). It analyzes and suggests that, rather than the new copilot (AI) making the old one (manuals/standards) obsolete, the trio needs to collaborate and complement one another to sustain accountabilities in terms of contingency, competence, and stewardship.","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":"31 1","pages":""},"PeriodicalIF":2.0,"publicationDate":"2024-08-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142202756","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Positive mindset: PsyCap’s roles in PERMA+4 and positive organizational psychology, behavior, and scholarship 2.0","authors":"Stewart I. Donaldson, Jennifer Villalobos","doi":"10.1016/j.orgdyn.2024.101084","DOIUrl":"https://doi.org/10.1016/j.orgdyn.2024.101084","url":null,"abstract":"This paper explores the role of mindset and Positive Organizational Psychology (POP) in modern workplaces amid increasing acknowledgment of mental and emotional attitudes influencing how individuals perceive and interact with the world. It discusses the shift in focus from traditional problem-centric approaches in behavioral sciences to a balanced perspective that encompasses both strengths and deficits, as advocated by Seligman and Csikszentmihalyi. This shift has given rise to Positive Organizational Behavior (POB) and Positive Organizational Scholarship (POS), emphasizing human resource strengths and psychological capacities. The paper draws on the PERMA+4 framework, an extension of Seligman’s original model incorporating Physical Health, Mindset, Work Environment, and Economic Security alongside Positive Emotions, Engagement, Relationships, Meaning, and Accomplishment to emphasize the unique role of Positive Mindset. It specifically describes promising research on work-related well-being and optimal work performance, evidence-based practices, and programs at the worker, supervisor/leader, group, and organizational level of analysis. Relatedly, this paper illustrates how one of the most empirically sound constructs within the positive psychology literature, Psychological Capital (PsyCap), can be used to cultivate the essential building block of Positive Mindset toward well-being practices, programs, and applications and more broadly, positive organizational psychology, behavior, and scholarship 2.0 research and applications at multiple levels of analysis. PsyCap theory, research, and evidence-based practices and applications will be discussed in light of how employees’ Positive Mindsets improve the quality of workplaces and the effectiveness of organizations.","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":"21 1","pages":""},"PeriodicalIF":2.0,"publicationDate":"2024-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142202783","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Design thinking: Executing your organization's commitment to customer centricity","authors":"Robert C. Ford, Keenan D. Yoho","doi":"10.1016/j.orgdyn.2024.101077","DOIUrl":"https://doi.org/10.1016/j.orgdyn.2024.101077","url":null,"abstract":"This paper discusses the concept of design thinking as an approach for organizations to become more customer-centric and elevate experiences. Design thinking involves understanding user needs, continuously iterating solutions, and embracing ambiguity through rapid experimentation. It places the customer at the heart of problem solving and innovation. The paper outlines five key steps of design thinking: 1) Empathize – Deeply understand user needs and expectations through ethnographic research like interviews and observations; 2) Define – Clearly identify problems or opportunities based on research, using tools like customer personas and journey maps; 3) Ideate – Brainstorm creative alternatives, drawing solutions from diverse sources of input including customers, employees, competitors, etc; 4) Prototype – Rapidly develop inexpensive prototypes for users to experience and provide feedback on to facilitate continuous improvement; 5) Test – Place prototypes into real-world environments and use co-creation by collaborating with users to further refine concepts. Successfully utilizing design thinking requires an organizational culture valuing customer-centricity, embracing continuous change, and failing fast to pivot quickly. The paper discusses applying design thinking to both external customer interfaces and internal operations and processes to elevate experiences across the board. This human-centric approach transforms businesses by keeping user needs central and enables the continual adaptation necessary in today's world to offer memorable engagements that foster lifelong customer relationships.","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":"155 1","pages":""},"PeriodicalIF":2.0,"publicationDate":"2024-07-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141772543","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Mastering the art of humor in leadership: A toolkit for organizational leaders","authors":"","doi":"10.1016/j.orgdyn.2024.101074","DOIUrl":"10.1016/j.orgdyn.2024.101074","url":null,"abstract":"<div><p>Humor and leadership may seem like strange companions but the positive impact leaders' humor has on employees and work outcomes is no laughing matter! Humor is now being conceptualized as a leadership tool for leaders to strategically use to bring about desired employee outcomes. Yet the literature lacks suitable instructions on how to use humor as a leadership tool. This impedes humor training and development for leaders. We address this by delineating the Knowledge, Skills and Abilities needed to create and use strategic humor at work and including them in a humor toolkit specifically for leaders. Our paper also shows how to ensure the effective transfer of humor training to the workplace and the resultant leadership behaviours that arise due to the use of humor by leaders.</p></div>","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":"53 3","pages":"Article 101074"},"PeriodicalIF":3.1,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S0090261624000470/pdfft?md5=33cabdae30d20f0b214216291ee56993&pid=1-s2.0-S0090261624000470-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141408399","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"The motivational micromanager","authors":"","doi":"10.1016/j.orgdyn.2024.101054","DOIUrl":"10.1016/j.orgdyn.2024.101054","url":null,"abstract":"<div><p><span>Micromanagement is a well-known phenomenon in the modern workplace. However, there’s a new subtype of micromanager: the motivational micromanager. This type of manager is showing up more and more in offices around the globe, and they can be as dangerous to innovation and team motivation as traditional micromanagers. The objective of this paper is to introduce the concept of the motivational micromanager, a leader who believes that when they give advice and detailed instructions, often with a smile and great enthusiasm, they are motivating their employees to succeed. Micromanagement is seen by many as even dangerous to organizational success and employees who work for motivational micromanagers are also at risk for burnout and quiet quitting because they, too, feel the strain of following detailed instructions, respecting a rigid regime, and avoiding mistakes at all costs. We discuss how motivational managers can shake free of the delusion that they are serving their employees. They need training and support to learn how to encourage others to come up with their own solutions, to create positive work cultures where innovation flows, to give and receive feedback without fear of retaliation, and to accept that mistakes are part of the </span>learning process<span>. The motivational micromanager borrows from two leadership constructs of empowerment and micromanagement. On the one side leaders wish to empower others with the best intentions and a motivational approach, on the other hand however the reality of the execution indicates a new sub-form of micromanagement. The distinctive contribution of this paper is to firstly label and uncover motivational micromanagement and raise awareness that this new species of managers exists and secondly to provide practical implications for MBA students, Executive Education programs and managers to move out of the micromanagement and into a truly empowering mode of leadership.</span></p></div>","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":"53 3","pages":"Article 101054"},"PeriodicalIF":3.1,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140784565","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
George B. Graen , Dianna L. Stone , Xueting Jiang , Julio C. Canedo
{"title":"Leaders thrive thanks to sidekicks","authors":"George B. Graen , Dianna L. Stone , Xueting Jiang , Julio C. Canedo","doi":"10.1016/j.orgdyn.2024.101061","DOIUrl":"10.1016/j.orgdyn.2024.101061","url":null,"abstract":"","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":"53 3","pages":"Article 101061"},"PeriodicalIF":3.1,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142048172","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Leading from the outside-in: Applying systems thinking to explain CEO experiences during COVID-19","authors":"","doi":"10.1016/j.orgdyn.2024.101055","DOIUrl":"10.1016/j.orgdyn.2024.101055","url":null,"abstract":"","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":"53 3","pages":"Article 101055"},"PeriodicalIF":3.1,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S0090261624000287/pdfft?md5=0fa78cae892bfc92e62a097dd3f3a4ad&pid=1-s2.0-S0090261624000287-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141049082","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Bridging ideas and market success: A framework for managing proof-of-concept projects","authors":"","doi":"10.1016/j.orgdyn.2024.101053","DOIUrl":"10.1016/j.orgdyn.2024.101053","url":null,"abstract":"<div><p>While the world is full of potential moonshot projects, there is an ever-growing disconnect between new ideas and their successful transformation into commercialized new products. Companies often struggle with inefficient resource allocation<span> and the challenge of quickly assessing an idea’s feasibility. The burgeoning number of proof-of-concept (PoC) projects reflects the need to mitigate the risk of investing resources in potential failures. This study introduces the PoC Framework, a strategic tool that guides managers through the PoC journey, transforming initial ideas into real-world applications. Importantly, it promotes a mindset shift that equally values the proving and disproving of concepts. This approach saves resources by preventing the further development of non-viable ideas. The PoC Framework has been gaining traction among Silicon Valley firms, underscoring its practical relevance and effectiveness in fostering strategic thinking and overcoming hidden challenges within the PoC process.</span></p></div>","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":"53 3","pages":"Article 101053"},"PeriodicalIF":3.1,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140282216","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Weary of the harsh realities of people management? Leadership development as cultivating a taste for muddy situations","authors":"","doi":"10.1016/j.orgdyn.2024.101028","DOIUrl":"10.1016/j.orgdyn.2024.101028","url":null,"abstract":"<div><p>Practitioners face a wealth of perspectives on leadership, each highlighting different dimensions to attend to as a leader. Contemporary literature, for instance, emphasizes aspects such as authenticity, vision, relationships, and being a servant leader. Regarding the process of becoming a leader, it suggests a path involving changing roles, rebuilding one’s identity, and becoming a quiet servant of one’s followers. However appropriate, these prescriptions often fail to address the misplaced expectations of practitioners, mostly lack of preparedness for people management, for its gritty realities and frustrations which sometimes resembles being dragged in the mud. This study proposes a framework whereby enactment of leadership necessitates adequate motivation and expectations. As leaders behave in patterns of cognitive, emotional, and appreciative perceptions, it proposes to approach leaders’ development as an issue of aesthetics, of taste development. The framework identifies different possible aesthetics of leadership, and suggests that the most operant aesthetic of leadership would taste less of grandiosity than of hardships.</p></div>","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":"53 3","pages":"Article 101028"},"PeriodicalIF":3.1,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.sciencedirect.com/science/article/pii/S0090261624000019/pdfft?md5=cba3b9609adb90220b51e3fbdcef6910&pid=1-s2.0-S0090261624000019-main.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139582240","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Often wrong, never in doubt: Mitigating leadership overconfidence in decision-making","authors":"","doi":"10.1016/j.orgdyn.2023.101011","DOIUrl":"10.1016/j.orgdyn.2023.101011","url":null,"abstract":"<div><p>Leaders are often celebrated for quick and decisive actions. Such actions include the ability to cut through the chaff and make rapid decisions in fast-paced environments. However, while decisiveness is admirable, poor decision-making is not. And an increasing amount of research informs us that leaders tend to be far too overconfident about their decision-making ability. First, this article details several ways that leaders’unconscious cognitive biases can cloud their decision-making ability. These biases such as attribution bias, the Dunning-Kruger effect, the planning fallacy, and jumping to faulty conclusions are particularly dangerous because everyone is infected by them—yet, because of the bias blind spot, leaders tend to naturally believe they are immune. Second, this article details ways that leaders can “mistake proof” their decision-making process. By exercising activities like pre-mortems, speed-accuracy tradeoffs, reference class forecasting, and improving reflective capacity, leaders can impose systems and methods to help protect their decision-making against their greatest potential nemesis—themselves.</p></div>","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":"53 3","pages":"Article 101011"},"PeriodicalIF":3.1,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138519347","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}