Antti Samuli Syväjärvi

Human tacit signals at organization performance development

– The purpose of this paper is to deal with tacit signals and organization performance development. Tacit signals are personal guiding beliefs that arise from tacit knowledge. The paper describes theoretical hypotheses how tacit signal method is utilized in competence measurement and organization performance improvement. Theories are evaluated by empirically grounded study., – The tacit signal approach is linked to human pressure‐performance theory of inverted U‐curve, known as Yerkes‐Dodson law. Moreover, a new mental model of five interrelated competences is used in order to understand the pluralistic nature of organization development. These five competences are management, leadership, culture, skills, and processes. The paper describes how competences can be studied by tacit signals, offering positive elements for both management and performance. The case study is done in Finnish commercial business enterprise of approximately 1,000 employees., – Empirically grounded case study supports the theoretical approach, showing that tacit signals are in correlation to organization performance. Tacit signals help working groups identifying their collective dissonance in a way that will help them to increase emotional intelligence and performance. In the case, company significant improvement in profitability is found., – The paper connects researcher innovation of tacit signals to organization competence measurement. This paper supports hypotheses that persons have tacit knowledge of personal situation at pressure‐performance curve. This situation can be measured for each competence by tacit signal inquiry which guides to optimal improvement which strengthens the group emotional intelligence and increases performance. The described tacit signal method and system intelligence model gives additional value to further scientific studies.

Positive Human Tacit Signal Approach and Competence System Intelligence in Organization

Ghoshal et al. (2000) have showed that people’s knowledge and competence will be increasingly critical for organizational success. The one who can recognize both human needs and emotional intelligence, but also is able to confront and lead people will probably be more successful with organization and work demands. However, the system complexity exists and human being such many-sided entity that organizational purpose may not be easily completed by traditional approaches and leadership (e.g. Stacey, 2001; Kets de Vries, 2006). In this context, thematic new approaches and designs are needed in order to tackle and develop the emotional intelligence in workplaces. In this chapter the positive human tacit signal approach and competence system intelligence are studied in order to recognize, develop and manage emotional intelligence in the workplaces. Also the importance of positive is studied to serve human leadership.

Positive leadership and experiences explaining workers’ well-being in knowledge-intensive organisation

Northern Finland possesses one of the richest mineral deposits in the world. According to estimates, the mining industry will have a remarkable impact on the development of the entire region. It is estimated that within the next 20 years, more than 5000 people will be employed in mining in this region. The most sought-after employee group will likely be knowledge workers. A similar trend is foreseen in the arctic worldwide. Knowledge workers play a crucial role in developing and improving operations in mining organisations. Knowledge-intensive work is considered mentally demanding because it constantly requires new expertise, and time pressure factors are explicit. Additional demands peculiar to the mining industry in the north come from the geographically and socially isolated locations and, accordingly, the long distances. These issues create concern for the well-being of knowledge workers in mining organisations. Several studies have shown how important leadership is for well-being at work. This article argues that there is a particular need to develop a new positive leadership approach to support the well-being of knowledge workers. This positive approach may strengthen the knowledge creation and workplace innovation expected in knowledge work. Positive leadership utilises in-depth appreciation of the authentic experiences that create well-being for knowledge workers. By applying the inductive methodological principle of leadership psychology and focusing on the positive, the role of authentic experiences in well-being becomes evident. This may facilitate a realistic and more sustainable leadership practice. Positive leadership has the potential to create practices helping to identify and more effectively realize the accessible possibilities that enhance the well-being of knowledge workers in mining organisations located in the distant area.

The Latitude of Information Management in Local Government: Views of Local Government Managers

This article explores the changing role and latitude of information management in local e-government. Municipalities have implemented information management and e-government for decades, but due to the cultural, political and behavioral reasons these efforts often face problems. This paper seeks to address these limitations by exploring the issues from the perspective of latitude. An empirical study where 137 managers answered questionnaires with open questions and 16 were interviewed was conducted in Finnish municipalities. The overall profile and latitude of information management is yet unstructured and narrow, indicating only supportive operations, as managers have difficulties with the complex domain of information management. The interaction between various stakeholders is also undeveloped. The authors conclude that both strategic integration and a hybrid type of management are required in local e-government. This article provides a framework of information management that can help enhance understanding of the determinants of information management in local governments. The Latitude of Information Management in Local Government: Views of Local Government Managers

Introducing link between information and innovation with diverse polar topics

Both information and innovation in the polar topics are closely linked to attitudes towards innovation, complexity and change. The information can be seen like a valuable asset and resource for any collaboration and development in polar attentions. The information has a clear linkage to innovations and additionally, it can be shown that innovations might have a number of positive outcomes. Though the importance of information and innovation exist, however, the linkage between those is many times challenging. The idea of information and innovation in the public administration and governance has evolved in conjunction with a more detailed understanding of innovation. Public sector organizations often have multiple objectives which can be imprecise compared to business objectives. Often the issues faced by public authorities are complex, wicked and the certain policy can even have opposing effects. This article tackles some key issues alongside information and innovation in diverse polar topics.