Jan Wickenberg

Rule Breaking in New Product Development – Crime or Necessity?

The purpose of this study is to investigate the effect of applying general rules in organizations to govern multiple new product development projects. Data were collected in structured interviews with project managers and project members from seven successful projects within Swedish companies. Results show that projects either broke rules or that organizations had developed strategies to cope with the risk of rules preventing the progress of the projects. The project managers of the rule following projects reported lack of rule breaking to be the result of the rule design at each company, intending to minimize the risk of rules preventing the progress of projects. With the exception of the manager of the rule changing/removing project, project managers show a relaxed attitude to breaking general rules that hinder project progress. The study indicates that frameworks of common project management rules increase the risk of delay in new product development projects, unless strategies of rule breaking or dynamic rule modification are applied. Applications of emergent standard management philosophies and practices to innovation are discussed.

Managed by the other: cultural anxieties in two Anglo-Americanized Swedish firms

This paper reports a study of how the co-workers in two major Swedish companies, Volvo Cars and AstraZeneca, respond to the cultural influences from an American and a British company, derived from an acquisition and a merger at the end of the 1990s. These responses are examined in terms of being ‘cultural anxieties’, a form of emotional coping with ambiguities regarding the future on the part of the co-workers. The paper shows that adapting to an alien culture is not a trivial matter but rather includes a series of re-evaluations of predominant values, norms and beliefs. The paper concludes that the organization culture literature needs to recognize the consequences of cultural changes, the movement from one largely taken-for-granted cultural regime to another, more heterogeneous and complex, and how co-workers cope with such experiences of uprooting enacted and agreed upon cultures.