James Kohnen

Bio: James Kohnen is an academic researcher from Saint Mary's College of California. The author has contributed to research in topics: Quality management & Total quality management. The author has an hindex of 19, co-authored 97 publications receiving 1801 citations.

Blue Ocean Strategy: How to Create Uncontested Market Space and Make the Competition Irrelevant

Abstract: (2006). Blue Ocean Strategy: How to Create Uncontested Market Space and Make the Competition Irrelevant. Quality Management Journal: Vol. 13, No. 3, pp. 61-62.

Team Effectiveness and Decision Making in Organizations

Abstract: (1997). Team Effectiveness and Decision Making in Organizations. Quality Management Journal: Vol. 4, No. 2, pp. 16-17.

Managing the Nonprofit Organization: Principles and Practices

Abstract: (2010). Managing the Nonprofit Organization: Principles and Practices. Quality Management Journal: Vol. 17, No. 4, pp. 62-63.

Organizational Identity, Image, and Adaptive Instability

Abstract: Organizational identity usually is portrayed as that which is core, distinctive, and enduring about the character of an organization. We argue that because of the reciprocal interrelationships between identity and image, organizational identity, rather than enduring, is better viewed as a relatively fluid and unstable concept. We further argue that instead of destabilizing an organization, this instability in identity is actually adaptive in accomplishing change. The analysis leads to some provocative, but nonetheless constructive, implications for theory, research, and practice.

The design and implementation of cross-sector collaborations: Propositions from the literature

Abstract: People who want to tackle tough social problems and achieve beneficial community outcomes are beginning to understand that multiple sectors of a democratic society—business, nonprofits and philanthropies, the media, the community, and government—must collaborate to deal effectively and humanely with the challenges. This article focuses on cross-sector collaboration that is required to remedy complex public problems. Based on an extensive review of the literature on collaboration, the article presents a propositional inventory organized around the initial conditions affecting collaboration formation, process, structural and governance components, constraints and contingencies, outcomes, and accountability issues.

Demographic Diversity and Faultlines: The Compositional DYnamics of Organizational Groups

Abstract: In this article we address issues of diversity within organizational groups by discussing and summarizing previous approaches and by introducing a new variable—faultlines—which depends on the alignment of individual member characteristics. By analyzing a group's faultlines, we focus attention on the underlying patterns of group member characteristics, which can be an important determinant of subgroup conflict, particularly when the group's task is related to one of its faultlines. We discuss the dynamics of faultlines from the early to later stages of a group's development and show how they may be strongest and most likely when diversity of individual member characteristics is moderate.

Teams in organizations: recent research on performance and effectiveness.

Abstract: This review examines recent research on groups and teams, giving special emphasis to research investigating factors that influence the effectiveness of teams at work in organizations. Several performance-relevant factors are considered, including group composition, cohesiveness, and motivation, although certain topics (e.g. composition) have been more actively researched than others in recent years and so are addressed in greater depth. Also actively researched are certain types of teams, including flight crews, computer-supported groups, and various forms of autonomous work groups. Evidence on basic processes in and the performance effectiveness of such groups is reviewed. Also reviewed are findings from studies of organizational redesign involving the implementation of teams. Findings from these studies provide some of the strongest support for the value of teams to organizational effectiveness. The review concludes by briefly considering selected open questions and emerging directions in group research.

Recent Research on Team and Organizational Diversity: SWOT Analysis and Implications

Abstract: Sixty-three studies published in the years 1997–2002 are reviewed to assess the effects of workplace diversity on teams and organizations. Four major questions are considered: Which personal attributes have diversity researchers studied in recent years? What has been learned about the consequences of diversity for teams and organizations? What has been learned about the role of context in shaping the effects of diversity? How has research addressed the multi-level complexities inherent in the phenomenon of diversity? For each question, we consider the strengths and weaknesses of recent diversity research, point out opportunities for new research, and identify threats to continued advancement. The review concludes by considering practical implications of the accumulated evidence.