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Practical application of a knowledge development life cycle : Adaptive experimental management in box-ironbark forests of victoria

- Pigott, Patrick, Gammack, John, Pigott, Diarmuid, Hobbs, Val

  • Authors: Pigott, Patrick , Gammack, John , Pigott, Diarmuid , Hobbs, Val
  • Date: 2009
  • Type: Text , Journal article
  • Relation: VINE Vol. 39, no. 2 (2009), p. 159-173
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  • Description: Purpose: The aim of this paper is to describe the practical application of a reflective knowledge development lifecycle (KDLC) designed to be used by organisations reviewing their KM processes and capability. The KDLC had emerged from practical experience but had not been more widely validated. The present study seeks to provide a unique opportunity to test theory comprehensively against an exemplary case where both organisation and investigator were suited to the work. Design/methodology/approach: A case study research strategy was used. Applying the theory in a practical setting, an environmental scientist used the model and associated knowledge representation and visualisation tools to find gaps in processes and design in the implementation of an organisation-wide research framework. Findings: Developing the knowledge repository highlighted inherent complexity among people, resources, research activities, operational tasks and communication outcomes. The study helped validate the KDLC's utility in ensuring alignment of organisational processes and strategy; demonstrating its useful application in a practical setting. Research limitations/implications: A replication across several organisations would help to refine the model beyond this critical test in a single organisation, while suggesting further practical recommendations. Originality/value: The results of the study suggest that the KDLC is of value to practitioners in providing a check-list approach for knowledge auditing, to theorists developing organisational KM models and those using test-case strategies. The outcomes will particularly interest information and environmental professionals involved in establishing adaptive management projects. © Emerald Group Publishing Limited.

Sustaining health promotion programs within sport and recreation organisations

- Casey, Meghan, Payne, Warren, Eime, Rochelle, Brown, Sue

  • Authors: Casey, Meghan , Payne, Warren , Eime, Rochelle , Brown, Sue
  • Date: 2009
  • Type: Text , Journal article
  • Relation: Journal of Science and Medicine in Sport Vol. 12, no. 1 (Jan 2009), p. 113-118
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  • Description: The involvement of the sport and recreation sector as a setting for health promotion is a new strategy implemented by health policy makers and strategic planners. Strategies to promote and sustain health promotion activities are important considering the risk that programs may cease after initial funding ends. This study explored the factors affecting the sustainability of a sport- and recreation-based health promotion program. A stratified sampling method was used to select four of the nine Regional Sports Assemblies (RSAs) that delivered a state-wide health promotion program funded by the Victorian Health Promotion Foundation in Australia. Data were collected from in-depth interviews with four Executive Officers (EOs) and focus group discussions with their Boards of Management. A sustainability checklist with pre-specified dimensions (e.g. organisational setting, broader community environment, and program design and implementation) guided data collection and analysis. The results showed that the organisational. setting and the broader community environment supported program institutionalisation; whilst the design and implementation of the program worked against institutionalisation. The capacity of the organisations to generate new funds for the program was limited; the relationship between the central funding organisation and the Boards of Management was weak; and the program did not support the retention of staff. The engagement of sport and recreation organisations has potential to facilitate health promotion and public health. To enhance organisational capacity and achieve program sustainability, it is important that organisational processes, structures, and resources that support long-term health promotion practice are effectively and efficiently planned and managed. (C) 2007 Sports Medicine Australia. Published by Elsevier Ltd. All rights reserved.

Building the health promotion capacity of sport and recreation organisations : A case study of Regional Sports Assemblies

- Casey, Meghan, Payne, Warren, Eime, Rochelle

  • Authors: Casey, Meghan , Payne, Warren , Eime, Rochelle
  • Date: 2009
  • Type: Text , Journal article
  • Relation: Managing Leisure Vol. 14, no. 2 (2009), p. 112-124
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  • Description: Sport and recreation organisations are increasingly recognised by the health sector as key players for promoting health, particularly in terms of increasing population-wide physical activity levels. Developing the capacity of these organisations to influence health, however, is not understood. This research examined the efficacy of a system-wide, capacity-building strategy implemented to enable sporting organisations to change from a narrow focus on sport to one encompassing health promotion. This involved evaluating a state-wide health promotion programme funded by the Victorian Health Promotion Foundation (VicHealth) and implemented within nine Regional Sports Assemblies (RSAs). The research method involved a web-based survey with all RSAs and in-depth interviews with four selected RSA Executive Officers. The results demonstrate that health promotion was successfully adopted within sport and recreation environments; however, they also highlight the need to understand the nature of existing organisational resource dependencies and interdependencies. The article discusses the design of organisational change interventions to support practitioners and policy-makers in health and sport management.
  • Description: 2003008175

Organisational change in Department of Defence : A comparison of change management acceptance and interdependencies between military and non-military personnel

- Leonard, Ann

  • Authors: Leonard, Ann
  • Date: 2016
  • Type: Text , Thesis , DBA , PhD
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  • Description: Organisational change is used to understand how varying cultures interpret the effects of organisational life, including social capital, leadership and organisational structure. The literature shows how the culture of an organisation can have a direct impact upon the acceptance of change. However most of the empirical data is only concerned with either the culture of public servants or military personnel within the organisation. The purpose of this study is to seek an understanding of how multiple cultures directly relate to organisation change in an integrated environment. This study explores two cultures within Defence (public servants and military personnel) and identified interdependencies between these groups. The study adopted qualitative research methods using interviews to gather the main source of data that was triangulated with demographics and organisational documentation. The results revealed the social capital of the two cultures are equally interdependent. The social network of the integrated office environment is critical for public servants to support military personnel. Furthermore the existence of a new cultural group was identified within the integrated environment. This group provides legitimacy to the interdependencies as they have experience within both cultures. This research could be beneficial to individuals who are charged with leading organisational change in Defence. Additionally the research provides insight into the differing cultures and identifies the interdependencies required to support the military through effective change management.
  • Description: Doctor of Business

Learning and development practitioners : identity, profession and future trajectory

- Barratt-Pugh, Llandis, Hodge, Steven, Smith, Erica

  • Authors: Barratt-Pugh, Llandis , Hodge, Steven , Smith, Erica
  • Date: 2020
  • Type: Text , Journal article
  • Relation: Asia Pacific Journal of Human Resources Vol. 58, no. 2 (2020), p. 220-246
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  • Description: The increasing focus on learning and innovation within organisations has significantly changed perceptions and practices of learning. It has also generated an increasingly diverse and growing network of learning and development practitioners (L&D), constructing an emerging identity that is critical to organisational growth. Our study of nearly 800 Australian L&D practitioners explored their working roles, relationships, and development needs, in a contested environment. Our purpose was to explore how L&D practice has changed; if a professional identity for L&D practitioners is emerging; and what development needs L&D practitioners have. The practitioner responses from this study are used to model the emerging themes of L&D practice, substantiate the emergence of a ‘quasi-professional’ identity, and indicate the imperatives that underpin professional development frameworks. This knowledge provides a foundation for reconceptualising the learning and development practitioner domain. © 2018 Australian HR Institute
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