Computer Aided Organizational Engineering: State of the Art in Germany and Assessment of the Existing Computer-Based Organization Design Tools by Harald F.O.v.Kortzfleisch*) Contribution to the AAAI-94 Spring Symposium on "Computational Organization Design" at Stanford University on March 21-23, 1994 *) Diplom-Kaufmann Dr. Harald F.O.v.Kortzfleisch is Visiting Researcher at the Sloan School of Management at Massachusetts Institute of Technology, Cambridge, MA, and Independent Assistant Researcher at the Institute of Business Informatics of the University of Kassel, Germany. He received both his "Diplom-Kaufmann" and his "Dr. The keyelement of organizational engineering is the use of computerbased organization design tools to support the tasks of designing organizational structures (for example, in terms of task decomposition/specialization, decision autonomy/responsibility; static view) and processes (for example, in terms workflow, information flow; dynamic view). The use of these tools aims to rationalize the organization design tasks, with regards to time, costs and quality of the (results of the) design process. The need to rationalize emerges from a certain "organization design crisis". In comparison with the "old" technologies, it is not only a question of efficient technical design, but rather a problem of resolving the complexity of reciprocal influences on technology, strategy, organizational structures and processes, and staff aspects. Each of these tools provide build-in organizational knowledge.
This research agenda has as its goal to apply principles from decision theory and organization theory to the problem of multiagent organization and reorganization. The result is a rational, dynamic multiagent architecture designed to address the following issues: - Choosing the appropriate organizational structure (design from scratch); - Choosing the appropriate reorganization (redesign); - Adding, losing and moving agents within an organization; and - Handling node and link failures that lead to agents becoming unavailable to the rest of the organization. The architecture will be experimentally validated with different organization sizes ranging from four to fifty agents. These experiments will determine how well a dynamic organization fares versus a static one with respect to solution quality and response time. The unique aspect of this approach to multiagent organization is the multistage, multi-tier representation of reorganization.
IT budgeting can be a painful process. There's never enough money for all the organization's priorities, running day-to-day operations is costly, IT is now being tasked with digital innovation (whatever that means), and despite all this, there are usually demands to trim the budget year over year. It all seems like a process that should be completed as quickly as possible to move on to the "real work." However, that would be a costly mistake. Willie Sutton, the famous bank robber, was supposedly asked by a reporter why he robbed banks, to which he responded, "That's where the money was." (Apparently the quote was fabricated by the reporter, but Sutton later used it, including it in an autobiography title.)
A more accurate title for this role might be CDMO – Chief Data Monetization Officer – as their role needs to be focused on deriving value from, or monetizing, the organization's data assets. This also needs to include determining how much to invest to acquire additional data sources that would complement the organization's existing data sources and enhance their analytic results."
In this article, we propose that blog communities can enhance knowledge transfer in organization. They do so by shaping bloggers' group (subordinate) and organizational (superordinate) identities, which affect knowledge sharing between members of different work-groups in an organization. Building on existing research on psychological identity and on knowledge transfer, we make the case for the benefits of integrating these two research streams; more important, we identify blogging communities as factors in shaping individuals' identities and potentially facilitating knowledge transfer within organizations.