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1
Diefenbach, Thomas, and John A. A. Sillince. "Formal and Informal Hierarchy in Different Types of Organization." Organization Studies 32, no. 11 (November 2011): 1515–37. http://dx.doi.org/10.1177/0170840611421254.
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This paper addresses the paradox that despite all organizational change towards flatter and postmodern organizations, hierarchical order is quite persistent. We develop a differentiated understanding of hierarchy as either formal or informal and apply this analytical framework to several types of organization. The analysis reveals that hierarchy is much more widespread than thought; in particular, postmodern, representative democratic and network organizations are much less ‘alternative’ and ‘hierarchy-free’ than their labels and common understanding may suggest. The main argument is that the persistence of hierarchy in different types of organization can be explained by different dynamic relationships between formal and informal hierarchy.
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Budtz-Jørgensen, Jens, Christian Garmann Johnsen, and Bent Meier Sørensen. "Against boundarylessness: The liminal career of the flexible employee." Organization 26, no. 6 (February 21, 2019): 917–35. http://dx.doi.org/10.1177/1350508418821005.
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This article extends the critique of the boundaryless career concept by focusing on how organizational members may experience boundaries as ambiguous within contemporary career development in organizations. As an alternative to the concept of the boundaryless career, we introduce that of the liminal career. We consider a liminal career as occurring when the normal career path within an organization becomes a state of ‘betwixt and between’, wherein distinctions between social domains and work roles become diffuse, indeterminate and difficult to comprehend. We engage with this concept in relation to three boundaries that remain central within career development: organizational boundaries establishing a distinction between that which is internal and external to the organization, hierarchical boundaries separating employees and managers, and functional boundaries demarcating different work domains. Using a case that illustrates how employees experience ambiguous organizational, hierarchical and functional boundaries, we argue that the concept of the liminal career captures the essence of situations in which there is a lack of clear categories, trajectories and schemes from which to structure career paths in organizations.
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Park, Sohee, and Sung Jun Jo. "The impact of proactivity, leader-member exchange, and climate for innovation on innovative behavior in the Korean government sector." Leadership & Organization Development Journal 39, no. 1 (March 5, 2018): 130–49. http://dx.doi.org/10.1108/lodj-09-2016-0216.
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Purpose In the current business environment, no organization is assured of survival without continuous innovation. Employees’ innovative behavior is critical to enhance the innovation of an organization. While most literature on innovative behavior has focused on employees in the private sector, the purpose of this paper is to explore the factors that affect innovative behaviors in the government sector. In particular, it examines how proactivity, leader-member exchange (LMX), and climate for innovation affect employees’ innovative behavior in the Korean government sector, which is generally characterized as highly hierarchical, structured, and formalized. Design/methodology/approach The authors selected a sample of government employees in the Ministry of Education in Korea. Through the researchers’ contacts, ten government agencies agreed to recruit their employees to participate in the study. Data from 1,011 respondents were analyzed in two steps using structural equation modeling. First, to examine the construct validity of the measures, the authors examined the measurement model using the confirmatory factor analysis. Second, the interrelationships among the four variables were assessed. The hypothesized structural model was examined and compared to several alternative models to explore the best model fit to the data. The authors then examined the regression coefficients to determine the hypothesized relationships in the final structured model. Findings The results revealed the following: proactivity and climate for innovation had positive relationships with innovative behavior; LMX had a positive relationship with proactivity although it did not have a direct relationship with innovative behavior; and organizational climate for innovation did not ensure proactivity of employees. Originality/value The antecedents included in this research have been studied in relation to innovative behavior in several studies, but studies have called for further study. Few studies have examined innovative behavior in the public sector and they have examined innovation in the public sector which has mostly been focused on environmental factors surrounding government organizations or policy choices of government leaders while ignoring the individual traits of public workers, relational dynamics among people, and the cultural aspects of the organizations. This study investigated the interrelationships among the antecedents in the process of impacting innovative behavior in the public sector in Korea. In addition, little research has examined the antecedents of innovative behavior together. This study expands our knowledge of the roles and interrelationships of proactivity, LMX, and organizational climate for innovation as they relate to innovative behavior.
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Heracleous, Loizos, and Claus D. Jacobs. "Understanding Organizations through Embodied Metaphors." Organization Studies 29, no. 1 (January 2008): 45–78. http://dx.doi.org/10.1177/0170840607086637.
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We outline the dominant, positivist approach to conceptualizing and researching organizations through multi-level research that views levels as independently existing, hierarchically nested entities, and problematize this view by offering an alternative approach based on embodied realism. We operationalize this approach through a study of three organization development workshops where organizational actors constructed artifacts we label embodied metaphors. We propose that analysis of embodied metaphors can enable access to actors' first-order conceptions of organizational levels and related organizational dimensions and reveals alternative qualities and interrelations among them; can support a clinical approach to organizations; provides a window to organizational, divisional or task identities; and poses substantial challenges to established conceptions of ontology and method in organization theory.
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Ingvaldsen, Jonas A., and Jos Benders. "Back through the back door? On removing supervisors to reduce hierarchy." Baltic Journal of Management 15, no. 3 (May 13, 2020): 473–91. http://dx.doi.org/10.1108/bjm-10-2019-0359.
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PurposeThis article addresses why movements towards less-hierarchical organizing may be unsustainable within organizations.Design/methodology/approachEschewing hierarchy may prove sustainable if alternative forms of management are acceptable to both employees and managers accountable for those employees’ performance. Developing alternatives means dealing with the fundamentally contradictory functions of coordination and control. Through a qualitative case study of a manufacturing company that removed first-line supervisors, this article analyses how issues of control and coordination were dealt with formally and informally.FindingsRemoval of the formal supervisor was followed by workers’ and middle managers’ efforts to informally reconstruct hierarchical supervision. Their efforts to deal pragmatically with control and coordination were frustrated by formal prescriptions for less hierarchy, leading to contested outcomes. The article identifies upward and downward pressures for the hierarchy’s reconstruction, undermining the sustainability of less-hierarchical organizing.Research limitations/implicationsThis study is limited by the use of cross-sectional data and employees’ retrospective narratives. Future research on the sustainability of less-hierarchical organizing should preferably be longitudinal to overcome these limitations.Practical implicationsUnless organizational changes towards less hierarchy engage with issues of managerial control and upward accountability, they are likely to induce pressures for hierarchy’s reconstruction.Originality/valueThe article offers an original approach to the classical problem of eschewing hierarchy in organizations. The approach allows us to explore the interrelated challenges facing such restructuring, some of which are currently unacknowledged or underestimated within the literature.
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Xu, Ran, Richard P. DeShon, and Christopher R. Dishop. "Challenges and Opportunities in the Estimation of Dynamic Models." Organizational Research Methods 23, no. 4 (May 6, 2019): 595–619. http://dx.doi.org/10.1177/1094428119842638.
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Interest in modeling longitudinal processes is increasing rapidly in organizational science. Organizational scholars often employ multilevel or hierarchical linear models (HLMs) to study such processes given that longitudinal data in organizational science typically consist of observations over a relatively small number of time intervals ( T) nested within a relatively large number of units ( N; e.g., people, teams, organizations). In this paper, we first distinguish change and dynamics as common research foci when modeling longitudinal processes and then demonstrate that a unique set of inferential hazards exists when investigating change or dynamics using multilevel models. Specifically, multilevel models that include one or more time-lagged values of the dependent variable as predictors often result in substantially biased estimates of the model parameters, inflated Type I error rates, and ultimately inaccurate inference. Using Monte Carlo simulations, we investigate the bias and Type I error rates for the standard centered/uncentered hierarchical linear model (HLM) and compare them with two alternative estimation methods: the Bollen and Brand structural equation modeling (SEM) approach and the Arrelano and Bond generalized method of moments using instrumental variables (GMM-IV) approach. We find that the commonly applied hierarchical linear model performs poorly, whereas the SEM and GMM-IV approaches generally perform well, with the SEM approach yielding slightly better performance in small samples with large autoregressive effects. We recommend the Bollen and Brand SEM approach for general use when studying change or dynamics in organizational science.
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Cicekli, Elif, and Hayat Kabasakal. "The opportunity model of organizational commitment." International Journal of Manpower 38, no. 2 (May 2, 2017): 259–73. http://dx.doi.org/10.1108/ijm-06-2015-0086.
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Purpose The purpose of this paper is to determine the relationships between promotion, development, and recognition opportunities at work and organizational commitment, and whether these relationships are moderated by the job opportunities employees have in other organizations. Design/methodology/approach An opportunity model of organizational commitment is developed based on social exchange theory and several streams of opportunity research. Factor analyses and hierarchical multiple regression analyses are carried out to test the hypotheses using data from 550 white-collar employees. Findings The results of the analyses show that opportunities for development and recognition are predictors of organizational commitment, that job opportunities employees have in other organizations negatively moderate the relationship between recognition opportunity at work and organizational commitment, and that promotion opportunity does not predict organizational commitment. Research limitations/implications Future researchers could study the issue in the context of other cultures using data from multiple sources. Practical implications Employers who seek to increase their employees’ organizational commitment are advised to divert their energies from struggling to create promotion opportunities for their employees to creating opportunities for development and recognition. Originality/value The study explores the under-researched concept of opportunity at work and connects several streams of opportunity research by drawing on social exchange theory as a theoretical framework. The model is the first to address the effects of opportunity and alternative opportunities on organizational commitment.
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Denning, Stephen. "Post-bureaucratic management goes global." Strategy & Leadership 47, no. 2 (March 18, 2019): 19–24. http://dx.doi.org/10.1108/sl-01-2019-0009.
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Purpose The article reports on anti-hierarchical approaches to managing work outside the U.S. and independent of software development as evidenced in presentations at the November Drucker Forum by the French group, Vinci and the Chinese group, Haier. Design/methodology/approach The article looks at how radical innovations in organization structure, management processes and mindsets are being adopted by companies seeking the rapid-paced, customer-focused continuous innovation needed to survive in today’s dynamic marketplaces. These approaches are spreading throughout many established organizations. For traditionally managed hierarchical organizations, the transformation often involves radical shifts in power, attitudes, values, mindsets, ways of thinking and ways of interacting with stakeholders—customers, employee talent, shareholders and partners. Findings The Vinci Group is organized with 3,500 business units, so that there are in effect 3,500 entrepreneurs, all intent on developing good ideas. The Haier Groups has transformed its organization into a flat platform with thousands of micro-enterprises. There are no more than eight people in each one. Practical implications The Haier platform enables the microenterprises to interact closely and intensively with users, allowing them to participate in the development and production process. The goal is to align Haier’s people and the value they can create for customer users. The need is to unleash people’s potential so as to maximize value to users. Originality/value The article reveals that when companies disrupt the traditional “efficiency-based” organizational structure the do so in unique ways. Typical of the homegrown approach to post-bureaucratic organizations, Zhang Ruimin, CEO of Haier, pioneered a management model called “Rendanheyl,” which entails three disruptions: disrupting employees, disrupting organizational structures and disrupting compensation structures.
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Muehlberger, Ulrike. "Hierarchical Forms of Outsourcing and the Creation of Dependency." Organization Studies 28, no. 5 (May 2007): 709–27. http://dx.doi.org/10.1177/0170840607078119.
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The focus of this paper is outsourcing activities, where the contracting worker is formally self-employed but the conditions of work are similar to those of employees. It is argued that the outsourced workers are dependent on or integrated into the firm for which they work. We investigate the mechanisms by which firms mix governance structures and give evidence of how these `hierarchical' forms of outsourcing create dependency. The key argument of this paper is that firms have established governance structures based on markets, hierarchies and self-enforcing relational contracts so that they are able to keep a substantial amount of control despite sourcing out of labour. Furthermore, we argue that such hierarchical forms of outsourcing produce dependency. Using empirical evidence of the Austrian insurance industry, it is demonstrated that dependency is created, firstly, by the contractual restriction of alternative uses of resources, secondly, by support measures that bind the worker closely to the outsourcing firm, thirdly, by relationship-specific investments made by the worker and, fourthly, by authority elements.
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Terziev, Venelin, and Hristo Bonev. "PROSTITUTION PREVENTION MANAGEMENT SYSTEM IN BULGARIA." Knowledge International Journal 28, no. 6 (December 10, 2018): 2079–89. http://dx.doi.org/10.35120/kij28062079v.
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The article analyzes the legal aspects of prostitution prevention and proposes an approach to legal change and criminalization of human trafficking, child and involuntary prostitution as well as the possibility of accepting the liberal alternative related to the regularization of voluntary provision of sexual services. The model of prostitution as a form of exploitation and violence has been adopted, which forces public authorities to protect victims of sexual abuse. The main categories of the prevention system determine the hierarchical subordination of the structural prostitution organization as well as the role of organized crime in legalizing the business.
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Teliura, N. "CURRENT ISSUES OF TECHNOLOGICAL AND ORGANIZATION-ECONOMIC TOOLS OF NATURE MANAGEMENT, ENVIRONMENTAL ASSESSMENT AND ENTREPRENEURSHIP." Municipal economy of cities 3, no. 163 (June 29, 2021): 211–15. http://dx.doi.org/10.33042/2522-1809-2021-3-163-211-215.
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Significant technological advances are being made across a range of fields, including technological and organization-economic tools, particularly in terms of nature management, environmental assessment and entrepreneurship to name but a few. The Green entrepreneurship as alternative vision for growth and development. These breakthroughs are expected to be highly disruptive and bring about major transformative shifts in how societies function. These advances promise significant social and economic benefits, increased efficiency, and enhanced productivity across a host of sectors. These innovations including technological and organization-economic tools are centered on the gathering, processing, and analyzing of enormous reams of data emerging from the information sciences with implications for countless areas of research and development.
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Peterson, Mark F., Aycan Kara, Abiola Fanimokun, and Peter B. Smith. "Country culture moderators of the relationship between gender and organizational commitment." Baltic Journal of Management 14, no. 3 (July 1, 2019): 389–410. http://dx.doi.org/10.1108/bjm-04-2018-0143.
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Purpose The present study consists of managers and professionals in 26 countries including seven from Central and Eastern Europe. The purpose of this paper is to investigate whether culture dimensions predict country differences in the relationship between gender and organizational commitment. The study integrated theories of social learning, role adjustment and exchange that link commitment to organizational roles to explain such differences in gender effects. Findings indicate that an alternative modernities perspective on theories of gender and commitment is better warranted than is a traditional modernities perspective. Design/methodology/approach This study examined the relationship between gender and organizational commitment using primary data collected in 26 counties. The cross-level moderating effects of individualism, masculinity, uncertainty avoidance, power distance and restraint vs indulgence was examined using hierarchical linear modeling. Findings Organizational commitment is found to be higher among men than women in four countries (Australia, China, Hungary, Jamaica) and higher among women than men in two countries (Bulgaria and Romania). Results shows that large power distance, uncertainty avoidance, femininity (social goal emphasis) and restraint (vs indulgence) predict an association between being female and commitment. These all suggest limitations to the traditional modernity-based understanding of gender and the workplace. Originality/value This study is unique based on the three theories it integrates and because it tests the proposed hypothesis using a multi-level nested research design. Moreover, the results suggest a tension between an alternative modernities perspective on top-down governmental effects on commitment through exchange and bottom-up personal effects on commitment through social learning with role adjustment in an intermediate position.
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Gooneratne, Tharusha N., and Zahirul Hoque. "The fate of the balanced scorecard: alternative problematization and competing networks." Qualitative Research in Accounting & Management 18, no. 2 (May 5, 2021): 255–81. http://dx.doi.org/10.1108/qram-03-2020-0028.
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Purpose This paper aims to report on an empirical investigation of the fate of the balanced scorecard (BSC) approach in an organization. Design/methodology/approach Building on actor-network theory and using a qualitative case study approach, this study analyses how across time certain actors attempted to build a competing network in the organization to gain support for their underlying rationales for replacing the BSC with a budgeting system. Data were collected using interviews, observations and archival data from a Sri Lankan commercial bank. Findings This paper finds that despite the enthusiastic journey with all its potentials to be a sustainable accounting innovation, the attraction towards the BSC innovation by the organization appeared to be temporary because the BSC knowledge claims that were advanced by its promoters had not been widely accepted by those involved in the practice. Such a consequence of innovation diffusion appeared to be the result of the failure of the innovation promoters in coordinating the heterogeneous interests of various actors involved in the practice. This study concludes that the BSC failed to be sustained, amid varying ideologies and interests of powerful actors across time and opponent actors’ perceived deficiencies in its adapted design attributes. Research limitations/implications Although the findings relate to a Sri Lankan case, they offer important insight into how parallel, competing networks advocating different control systems may exist in an organization, and that the sustainability of a specific system may depend upon the efforts and the relative power of the advocators of that system. Practical implications This paper sheds useful insights for practitioners on the effective implementation of accounting innovations and managing management control systems in organizations amid tensions associated with competing networks. Originality/value The outcomes enhance the knowledge of how multiple networks operating in an organization could compete with one another, with the result that one network may fall apart while another network gains prominence in the corporate landscape across time, amid varying interests of key actors, their actions and interessement devices used.
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Nikiforova, L., and S. Tsurikov. "Development of a diversification strategy for the defense industry organization based on the integration of rational and alternative models of the strategic process." Siberian Financial School, no. 4 (December 10, 2021): 58–63. http://dx.doi.org/10.34020/1993-4386-2021-4-58-63.
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The transfer of innovations of the Military-Industrial Complex to the civilian sphere is a mechanism that should "launch" the innovation process network model. The article analyzes the specifics of strategic management of defense industry organizations that are focused on the command and administrative management model that ensures the fulfillment of the state defense order (GOZ), and it is established that for successful work in civilian markets, it is necessary to apply a market management model. The problem of integration of these models in time and space is considered in the context of the corporate innovation system (CIS). The proposed conceptual model for the development of diversification strategy for the Military-Industrial Complex organization is based on the results of the analysis of scientific and technical potential and the assessment of the innovative potential of the CIS. At the same time, the ability of the Military-Industrial Complex organization to generate value not only for the subjects of the national innovation system to solve the tasks of ensuring the competitiveness of the state in the world markets in the field of high technologies, but also for other subjects of civil industries due to the diffusion of innovations and their adaptation to the needs of market segments is evaluated. At the same time, the specialization of the organization and the possibility of producing technologically related civilian products are taken into account, since the distribution systems are fundamentally different. Assessment of innovation potential requires analysis of the following subsystems: product (scientific and technical level of products), resource; organizational (compliance of the organizational structure with innovative goals); management, knowledge management subsystem. The implementation of the proposed conceptual model allows to obtain various types of synergetic effects.
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Armashova, G. S. "Features of the development of social innovations in the field of energy management." Proceedings of the Voronezh State University of Engineering Technologies 80, no. 4 (March 21, 2019): 413–16. http://dx.doi.org/10.20914/2310-1202-2018-4-413-416.
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In modern development conditions of Russian energy sector, the innovative approach method is recommended to use. Due to the presence number of global and local problems, the need to modernize the social reality in energy management arise. In these conditions, the major tool is the innovative social designing. The innovative development of energy, described in the framework of long cycles, appears today in a dual context: technological (improving the efficiency of existing technological processes, the emergence of fundamentally new technologies and energy resources) and social (development of synergetic and Smart directions, organizational management and systems of integrated innovation management). Innovative processes, their implementation in new products and technologies are the foundations of economic development. In the works of foreign authors developed the theoretical foundations of the organization of social innovation projects, much attention is paid to the introduction of scientific and technical achievements, taking into account the features of modern production. Innovation as an economic category is now more relevant than ever and reflects the most common features, attributes, links and relations of production and implementation of innovations. Innovation as an economic category is now more relevant than ever and reflects the most common features, attributes, links and relations of production and implementation of innovations. Innovation plays a special role in improving the competitiveness of enterprises. Social innovations in the energy sector offer alternative development models and greater stakeholder participation, but there is a number of features in this type of innovation. In the current economic conditions, it is necessary to maximize efforts in the field of practical application of social innovation projects in the energy sector, a successful implementation of which provides opportunities for alternative development models and ensures the competitive attractiveness of business entities for both the consumer groups and investment infusions.
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Diefenbach, Thomas. "Why Michels’ ‘iron law of oligarchy’ is not an iron law – and how democratic organisations can stay ‘oligarchy-free’." Organization Studies 40, no. 4 (February 5, 2018): 545–62. http://dx.doi.org/10.1177/0170840617751007.
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More than 100 years ago, Robert Michels laid out his theory of the ‘iron law of oligarchy’. The main, and crucial, point Michels made is that oligarchy will always emerge; even in the case of genuine attempts to organise and run organisations in non-oligarchic or non-hierarchical ways, the iron law allegedly holds sway. This paper critically examines, and refutes, Michels’ theory on theoretical and methodological grounds. It argues that his theory is in many ways insufficient and that his dictum of the unavoidability of oligarchisation is not as compelling and cogent as stereotypical references to it might imply. Moreover, the paper shows that alternative/democratic organisations actually have a whole range of means to avoid oligarchisation.
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Chu, Zhaofang, Linlin Wang, and Fujun Lai. "Customer pressure and green innovations at third party logistics providers in China." International Journal of Logistics Management 30, no. 1 (February 11, 2019): 57–75. http://dx.doi.org/10.1108/ijlm-11-2017-0294.
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PurposeThe purpose of this paper is to investigate how customer pressure influences green innovation in the context of Chinese third-party logistics (3PL) providers, and especially the role of organizational culture in moderating this relationship.Design/methodology/approachBased on survey data collected from 165 3PL providers in China, hierarchical moderated regression analysis was conducted to test the hypotheses.FindingsCustomer pressure is an important driver of green innovation amongst 3PL providers. Flexibility-oriented organizational culture strengthens the effect of this driving force, while control-oriented organizational culture weakens this force. Green innovation significantly contributes to financial performance and flexibility orientation strengthens this contribution, while control orientation weakens it.Research limitations/implicationsThis research examines the contingency effect of organizational culture in helping to resolve inconsistencies in the relationship between customer pressure and green innovation. Although the inconsistencies cannot be resolved completely, the research opens an avenue to explore other contingency factors or the possibility of a non-linear relationship.Practical implications3PL firms could undertake green innovation to satisfy customers’ environmental requirements. To develop their green innovation initiatives, managers should allow their employees greater autonomy and design (or re-design) operations procedures and regulations to be more flexible, thus enabling the diffusion of green innovation and avoiding or reducing the potential influence of control-oriented organization culture.Originality/valueThe study considers the conditional effect of organizational culture to reconcile the mixed results in the literature regarding the relationship between customer pressure and green innovation of logistics service providers.
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Aranda, Carmen, and Javier Arellano. "Consensus and Link Structure in Strategic Performance Measurement Systems: A Field Study." Journal of Management Accounting Research 22, no. 1 (January 1, 2010): 271–99. http://dx.doi.org/10.2308/jmar.2010.22.1.271.
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ABSTRACT: For a strategy to be effective it must be communicated and widely understood throughout the organization. Our study addresses which of two Strategic Performance Measurement Systems (SPMSs) approaches is more successful at communicating strategy and generating consensus on strategy among managers: (1) the BSC, which makes explicit the links among measures and categories in a hierarchical mode, and (2) an alternative SPMS design, which splits measures into financial and nonfinancial, but lacks this hierarchical structure of links. We conducted a field experiment in a savings bank and monitored two groups of middle managers working with each of the two SPMS designs. Our results show that (1) middle managers treated with the BSC exhibit a statistically significantly greater effect regarding consensus with respect to top management than those treated with the alternative SPMS, (2) this increased consensus is more pronounced as we move down the list of the BSC perspectives, where the majority of nonfinancial and long term measures are found, and finally (3) some of the managers treated with the nonlinked SPMS experience a loss in consensus. The implications for the SPMS design process are: (1) the reporting of the performance measures links in a hierarchical mode matters when it comes to designing an effective strategy communication device, and (2) the dispersion in managers’ interpretation of the strategy generated by lacking a linked structure is greater than the tension created by confronting managers’ views with the disclosed link structure.
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Godenko, A. E., G. V. Boyko, R. B. Gadgiev, and N. Yu Filimonova. "Student Mobility as a Form of Education Internationalization: A Systems Approach to Management." Vysshee Obrazovanie v Rossii = Higher Education in Russia 30, no. 7 (September 8, 2021): 129–38. http://dx.doi.org/10.31992/0869-3617-2021-30-7-129-138.
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According to the analysis of the existing internationalization strategies it is demonstrated that its main source is an international students’ mobility, which is based on ability, willingness and common interest in cooperation of three following subjects: countries importing education, education-exporting countries, higher educational institution of the exporting country, which provides its educational services for the citizens of the country importing education. The success of this process depends on a certain set of factor indicators in politics, economics, sociology and technology, which are peculiar to each of three participants. The authors propose common to all the participants list of criteria, which evaluate indicators of the stated factors according to the integrated scale: political (administrative) stability, degree of participants’ cooperation, legislation in educational sphere, mutual amiability of the subjects, level of administrative barriers, peculiarities of demographic situation, economic performance, demand for majors of training, logistic accessibility, the number of graduate students, language attraction of training programs, level of career-oriented activities, correspondence between the level of applicants’ acquirements and requirements of the education-exporting country, competition on the educational services market, accessibility of distance educational technologies, development level and dynamics of innovations. The article gives an integral estimation of the efficiency forecast for the work of exporting higher educational institution with the population of a particular education-importing country. This estimation is carried out by means of the analysis of the formed multi-level hierarchical structure. The convolution of hierarchical elements on each level of the hierarchical structure is done using a generalised f-mean, proposed by Kolmogorov – Nagumo. There are given examples of the proposed methodology implication for quantitative and comparative assessment of the potential of education-importing countries. Due to this, international services of the university determine the most attractive countries in terms of international students’ mobility organization and therefore concentration of administrative and financial resources in the chosen direction, in order to make decision on the university brand promotion on the foreign market of educational services. The model can be easily modified by adding the relevant or excluding irrelevant parameters for a given university.
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Peters, Kristian, Laura Maruster, and René J. Jorna. "The evaluation of knowledge claims in an innovation project: A case study." Management Learning 42, no. 5 (May 6, 2011): 537–63. http://dx.doi.org/10.1177/1350507611406062.
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Understanding how an organization determines what knowledge is valid leads to new insights about how firms cope with innovation. Although the evaluation of knowledge is a relevant topic in the field of knowledge management, the existing literature does not provide substantial contributions. Nonaka and Takeuchi’s (1995) theory of justification is the only established approach. This study adopts an empirical approach for improving the understanding of knowledge claim evaluation by presenting a conceptual framework based on Toulmin’s (1958) argumentation theory. We apply the framework in a small-scale study at the headquarters of a large building technology multinational. Based on the results, we reflect upon Nonaka and Takeuchi’s (1995) justification theory. Our findings indicate that the justification theory explains actual knowledge claim evaluation only partially. The unexplained parts, for which we explore alternative meanings, enlighten why innovations fail or succeed from the viewpoint of knowledge claim evaluation.
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Escudero, María Celeste. "Los efectos del Fondo para el Mejoramiento de la Calidad en la Universidad Nacional de Córdoba." education policy analysis archives 26 (June 11, 2018): 71. http://dx.doi.org/10.14507/epaa.26.2972.
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University public financing policy reforms in Argentina during the 1990s were aligned to global and regional developments. Thus, in 1995, the Fund for the Improvement of University Quality (FOMEC) was created, an instrument for allocating additional funding to the historical budget, which prioritized the improvement of teaching over other activities. Based on the theoretical framework of Stephen Ball and the Sociological New Institutionalism, this paper seeks to answer: What effects has the FOMEC had at the National University of Cordoba (UNC), Argentina? This research utilizes hierarchical and discriminant cluster analysis to identify the distribution of FOMEC projects among the participating academic units. Stakeholders’ perceptions were analyzed through interviews and documents. Data analysis suggests three core effects. First, FOMEC projects were not distributed in a homogenous way among the academic units within UNC, varying significantly among different disciplinary areas. Second, institutional change conformed to coercive and mimetic forces. Lastly, there are internalization processes of at least five partial innovations in their work cultures, such as: “Strategic Planning of Activities”, “Project Management”, “Teamwork”, “Evaluation Processes” and “Management of Alternative Resources to the Budget”.
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Lemeshkin, R. N., I. F. Savchenko, V. A. Blinov, A. A. Zhukov, D. A. Sidorov, Yu S. Chekhovskikh, and G. V. Dmitriyev. "Systemic and morphological method of scheduling of medical support of troops (forces) and the population at elimination of medical and sanitary consequences of emergency situations by forces and means of Medical service of the Armed Forces of the Russian Federation." Bulletin of the Russian Military Medical Academy 20, no. 4 (December 15, 2018): 156–63. http://dx.doi.org/10.17816/brmma12335.
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The technique of the systemic-morphological analysis allowing to create alternative decisions is provided. Options of medical support of troops (forces) and the population in case of elimination of medical and sanitary consequences of emergency situations of natural, technogenic and social character are developed: «Departmental», «Interdepartmental»,«International». Concerning each option, nine indices (criteria) are offered: legal regulation; controllability system; complexity of the organization of system; resource (material) cost intensity; personnel security; adequacy of medical care; efficiency; experience and innovations; self-sufficiency of actions. For the production of computation and a choice of the most rational option of planning of system the original dialogue program system of «MPRIORITY 1.0» (MY PRIORITY) realizing a method of the analysis of hierarchies by repetitions (iterations) is used. The results characterizing each of the considered alternative options with the replying weight priority are received and their preference is defined. During the first iteration priorities for the system of indices and criteria, characteristic of achievement of result with emphasis on normative legal regulation of activities with the organization structure and management system were defined. In the second - priorities for the system of indices and criteria with emphasis on the organization of delivery of healthcare with the existing system of material support, medical supply and also an adequate level of training of medical frames were changed. Results were subjected system to the analysis and sentences are developed for health service of the Armed Forces of the Russian Federation, in particular for Service of medicine of catastrophes the Russian Defense Ministry, on the organization of system of medical support of troops (forces) and the population in case of elimination of medical and sanitary consequences of emergency situations of natural, technogenic and social character.
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Bediroglu, S., and V. Yıldırım. "AN ALTERNATIVE 3D ADDRESS VISUALIZATION METHOD FOR BUILDINGS AND BUILDING INDEPENDENT SECTIONS WITH GIS-BASED 3D MODELLING APPROACH." International Archives of the Photogrammetry, Remote Sensing and Spatial Information Sciences XLVI-4/W5-2021 (December 23, 2021): 97–102. http://dx.doi.org/10.5194/isprs-archives-xlvi-4-w5-2021-97-2021.
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Abstract. Most commonly used detail type in 3D city modelling is building layer. One of the most important distinguishing point of buildings is independent sections. When the independent sections are examined in the context of Urban Information System (UIS), they have a multi-layered structure with their own characteristics. In address management processes, definition of the area belonging to a person, family or organization is realized through independent sections of buildings. In this study, it is aimed to model one the most important components of city objects such as building independent sections and road networks with GIS-based 3D modelling techniques. According to the results obtained from literature studies, answers were researched to the questions of what should be workflow of producing 3D models in the system and what should be in ideal 3D GIS database. Buildings and building independent sections were geocoded to provide some additional innovations to address mapping methods. Procedural modelling method was preferred as a GIS-based 3D modelling technique. Created models enable both the visualization of address data and their transfer to the 3D environment, as well as navigation. It provides some practical information. The designed system has been tested practically in Trabzon city.
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Cristiani, Alvaro, and José M. Peiró. "Calculative and collaborative HRM practices, turnover and performance." International Journal of Manpower 40, no. 4 (July 1, 2019): 616–42. http://dx.doi.org/10.1108/ijm-11-2016-0207.
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Purpose The purpose of this paper is to study the human resource management (HRM)–performance linkage by exploring alternative relationships between different HRM practices, categorised as either calculative or collaborative, and employee turnover and organisational and financial outcomes, in Uruguayan multinational companies (MNCs) and domestic companies, to better understand the implications of the Latin American context in this relationship. Design/methodology/approach The study is performed at the firm level, using data from a representative sample of 274 firms, including both multinationals and locally owned firms in Uruguay, collected through the Cranet 2009 survey. The authors tested the hypotheses of the proposed model using structural equation modelling (SEM) and hierarchical multiple regression analysis. Findings Empirical results show that collaborative HRM practices are significantly related to lower employee turnover rates, whereas calculative HRM practices are significantly associated with higher organisational and financial outcomes. These findings show the importance of the Latin American context in the relationships between HRM practices and firms’ outcomes. Research limitations/implications The use of survey data with single respondents might produce reliability problems. Additionally, the data used are cross-sectional, making it difficult to determine causality. Practical implications Managers in MNCs and local firms in the context of developing economies and Latin American cultures must be aware that different types of HRM practices will influence different outputs and impacts on overall outcomes. Originality/value The paper examines the extent to which HRM practices have a significant relationship with firm performance. In addition, it identifies the differential effects of calculative and collaborative HRM practices on performance, using data from a Latin American contextual setting rarely examined, in order to determine similarities and differences from results obtained in US and European contexts.
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Kumar Sahu, Anoop, Saurav Datta, and Siba Sankar Mahapatra. "Supply chain performance benchmarking using grey-MOORA approach." Grey Systems: Theory and Application 4, no. 1 (January 28, 2014): 24–55. http://dx.doi.org/10.1108/gs-07-2013-0011.
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Purpose – In today's competitive global marketplace, performance management has been identified as a key strategic consideration towards achieving an efficient supply chain management. The task of estimating supply chain performance extent is seemed a complex problem entitled with multiple subjective performance measures and metrics; subjected to decision-making environment which involves an inherent vagueness, inconsistency and incompleteness associated with decision-makers (DMs) (expert panel) commitment towards assessment of various subjective (quantitative) evaluation indices. Consequently, it becomes difficult towards making a comparative study on performances of alternative supply chains. It is, therefore, indeed essential to conceptualize and develop an efficient appraisement platform helpful for benchmarking of alternative supply chains based on their performance extent. The paper aims to discuss these issues. Design/methodology/approach – The work explores the concept of grey numbers combined with multi-objective optimization by ratio analysis (MOORA) in perceptive to evaluate best alternative from among available alternative supply chains. Findings – The method has been found fruitful to facilitate such a multi-criteria group decision-making (MCGDM) problem under uncertain environment and provides an appropriate compromise ranking order with respect to available possible alternatives. Originality/value – Supply chain performance appraisement provides necessary means by which an organization can assess whether its supply chain is performing well, whether it has been improved or degraded as compared to the past record. The purpose of this research is to develop and to empirically test a multiple-indices hierarchical appraisement model for benchmarking of supply chain performance and its impact on competitiveness of manufacturing industries.
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Teliura, N. "DIRECTIONS OF TECHNOLOGICAL AND DEVELOPMENT REGULATORY AND LEGAL INSTRUMENTS OF THE ORGANIZATION ENVIRONMENTAL ACTIVITY IN UKRAINE." Municipal economy of cities 4, no. 164 (October 1, 2021): 18–23. http://dx.doi.org/10.33042/2522-1809-2021-4-164-18-23.
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One of the main tasks of the environmental industry is innovation, which is now the key to technological progress. Technological and organizational-economic tools, especially in terms of nature management, environmental assessment and entrepreneurship, are aimed primarily at implementing effective, efficient measures aimed at overcoming the deep environmental crisis and ensuring conditions for sustainable development of the state. Technological and organizational-economic mechanisms of greening is a set of organizational forms and economic levers, the interaction of which allows to ensure the implementation of a recurring process aimed at improving the economic and environmental efficiency of social production and stimulating environmental measures. Green (eco-) entrepreneurship is an alternative vision of growth and development. It is necessary to rethink the theoretical approaches and clearly clarify the essence of the organizational and economic mechanism of sustainability of eco-enterprises for its effective formation and implementation of further research in this area. These breakthroughs are expected to lead to significant transformational changes in the functioning of society. These achievements promise significant social and economic benefits, increased efficiency and increased productivity in many areas. Innovations, including technological and organizational-economic tools focused on the collection, processing and analysis of vast arrays of information science data, will have implications for countless areas of research and development. An innovative methodological approach to the definition and justification of priority management technological and organizational and economic decisions for MAI, allows to involve experts in environmental, urban, social, economic direction of municipal authorities of a particular settlement, industrial, residential and military facilities, to justify management decisions environmental safety of settlements, etc. The advantages of the methodological approach include - the ability to link to a single algorithm to justify the solution of data that differ in content (ecological, biological in higher aquatic plants, urban, social and economic) and in the form of presentation (data of direct measurements, statistical and forecast estimates) to develop a single proposal for the application of modern management in practice.
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Bochulia, T., and A. Kashperska. "EPISTEMOLOGY OF INNOVATION AND DEVELOPMENT OF BUSINESS ENTITIES." East European Scientific Journal 5, no. 4(68) (May 14, 2021): 51–64. http://dx.doi.org/10.31618/essa.2782-1994.2021.5.68.30.
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The conceptual apparatus of the categories «innovation» and «innovative development» is investigated in the article. Innovation is defined as a sphere of free ideas, covering the issues of organizational and methodological provision for continuous improvement of the enterprise activity, reproduction of rules and regulations governing the development and dissemination of innovations for the development of economic systems. It is substantiated that the essence of innovation is revealed through the processes of informatization and intellectualization with provision of the development of economic, social and information systems. Factors for ensuring the implementation of radical innovations are identified, namely: values (standards, priorities), procedures (formal, informal) and resources (tangible, intangible). The expediency of optimizing the model of enterprise organization on the basis of the development of a personalized parameter – the organizational code is determined. It is substantiated that the main idea of constructing the model of innovation management is the trinity of factors of balanced development, namely: understanding of the real situation, formation of expectations and development of necessary measures. The importance of imitation in the formation of the strategy of innovative development is determined and the stages of transformation of the organizational business model are described. The strategy of innovative changes focused on sustainable business development is proposed, which contributes to increase its efficiency and effectiveness. Emphasis is placed on the use of big data technology as an alternative to traditional database management systems, which contributes the efficient use of big amounts of data, stimulates the development of various management solutions and increases the ability to consider and evaluate alternatives to enterprise development. Innovation is identified as a central factor in the digital transformation and a priority of digital business development that is a new principle of efficiency and contributes to expand the target audience with increasing the scale of value proposition.
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Zheng, Qiao, Lingyan Li, Huijuan Chen, and Susanna Loeb. "What Aspects of Principal Leadership Are Most Highly Correlated With School Outcomes in China?" Educational Administration Quarterly 53, no. 3 (May 3, 2017): 409–47. http://dx.doi.org/10.1177/0013161x17706152.
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Purpose: The purpose of this study is to build a broader framework for Chinese principal leadership and to determine what aspects of principal leadership correlate most highly with school outcomes from the perspectives of both principals and teachers. Method: The data come from a 2013 national student achievement assessment in China comprising 37,749 students in Grade 8 and 9,165 teachers in 613 secondary schools. Adopting Grissom and Loeb’s measurement framework, we use both exploratory and confirmatory factor analyses to examine the structure of principal leadership. Then, a hierarchical linear model is employed to analyze the relationship between principal leadership and five school outcomes, controlling for basic student and teacher demographics and certain school context variables. Findings: We identify many differences and some similarities between China and the United States. We obtain five leadership factors from the principals’ self-rating data (Visibility and Direct Participation, Instruction Organization, Internal Environment Organization, Planning and Personnel, and External Relations) and three leadership factors from the teachers’ rating data (Organization and Management, Instruction and Curriculum, and Visibility and Direct Participation). Regarding student reading achievement and learning efficacy, from both the principals’ and teachers’ perspectives, the most highly correlated aspect is Instruction Organization. For teachers’ occupational stress, job burnout, and teaching efficacy, teachers’ ratings of principal leadership exhibit more significant relationships than does principals’ self-rated leadership. Implications: We explore a broader framework of principal leadership in China. We identify the benefits and analyze alternative views of the indirect effects of principal leadership on students.
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Quinn, Rand, Carrie R. Oelberger, and Debra Meyerson. "Getting to Scale: Ideas, Opportunities, and Resources in the Early Diffusion of the Charter Management Organization, 1999–2006." Teachers College Record: The Voice of Scholarship in Education 118, no. 9 (September 2016): 1–44. http://dx.doi.org/10.1177/016146811611800902.
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Background/Context The concept of scale has gained purchase across social sectors in recent years as organizational leaders and funders seek to maximize the impact of promising social innovations. Purpose/Objective We apply insights from recent scholarship on ideas as mechanisms for change to explain how the idea of “getting to scale” intersected with political opportunities and human and financial resources in the early diffusion of the charter management organization (CMO). Research Design As the birthplace and a political locus of the CMO form, California is an ideal vantage point from which to understand the early years of the form's diffusion. We conducted interviews with California CMO and non-CMO leaders, principals, and funders. Our interviews were designed to understand when and why CMO leaders thought about growth, the challenges and opportunities associated with growth, organizational goals and strategic priorities, and whether and how funders shaped CMO development and plans. In addition, we constructed a school-level panel dataset for the 1991–92 to 2006–07 school years using data from the National Center for Education Statistics Common Core of Data and the California Department of Education. We included charter organizational form, enrollment, and school founding and closure years. We also joined multiple Foundation Center datasets to create a grant-level dataset for the years 1999 to 2006 that includes grant amount, grant type, recipient, and funder. Finally, we conducted participant and nonpar-ticipant observations at CMO board meetings, foundation staff meetings and presentations, and charter school conferences and meetings. Findings/Results Understood and framed as the vehicle for getting to scale, the CMO form drew a disproportionate share of private philanthropy dollars, appealed to a new class of professionals from outside of education, and was successfully distinguished from alternative charter forms, all of which contributed to its early diffusion. Conclusions/Recommendations We develop a fuller understanding of the charter school movement, describing how the diffusion of the CMO form displaced ideas about school-level autonomy and decentralization in favor of ideas about getting to scale and tipping the system. The study also offers insight to scholars analyzing current and past efforts at educational reform by emphasizing the roles played by ideas, opportunities, and resources.
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Song, Moxi, and Yuanhong Liao. "Information sharing, operations capabilities, market intelligence responsiveness and firm performance." Baltic Journal of Management 14, no. 1 (January 7, 2019): 58–78. http://dx.doi.org/10.1108/bjm-04-2018-0156.
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Purpose The purpose of this paper is to offer an alternative explanation for inconclusive results in the existing literature on the information sharing-firm performance link by examining a moderated mediation model in which operations capabilities mediate the interactive effects of information sharing and market intelligence responsiveness on firm performance within a supply chain context. Drawing on the indirect view of dynamic capability theory, the authors propose that information sharing redeploys and reconfigures operations capabilities, thus leading to superior firm performance, even with a high level of market intelligence responsiveness. Design/methodology/approach The hypotheses were tested using hierarchical regression and bootstrapping methods with a sample of 154 Chinese manufacturing firms. A survey-based, two-informant design was used to collect data. Findings The results revealed that operations capabilities fully mediate the relationship between information sharing and firm performance. The information sharing-operations capabilities link is positively moderated by market intelligence responsiveness. Moreover, operations capabilities positively mediate the interactive effects of information sharing and responsiveness on performance. Originality/value The study shifts the research focus from the moderating effect of market intelligence responsiveness in the information sharing-performance link to the interactive effects between information sharing and responsiveness on performance via operations capabilities, thus offering a finer-grained picture of the essential information sharing-performance link. To the best of our knowledge, this study is among the first to advocate and substantiate the theoretical claim that even with a high level of responsiveness, a firm’s performance relies on its operations capabilities, which are renewed and enhanced by information sharing, rather than on information sharing itself.
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Prokopenko, E., B. Martynov, I. Magerramov, O. Popov, and D. Fathki. "Intelligent control based on ergatic systems in conditions of incomplete and fuzzy information." Journal of Physics: Conference Series 2131, no. 2 (December 1, 2021): 022101. http://dx.doi.org/10.1088/1742-6596/2131/2/022101.
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Abstract The article deals with the management of human-machine (ergatic) systems in the conditions of digital transformation in relation to their functioning in the presence of NON-factors, such as: uncertainty, complexity, instability, ambiguity. Modern conditions for the formation of the digital economy imply the search and use of a new methodology in the organization of management activities, including the regional level. This process is carried out through the widespread use of human-machine systems with a high level of intellectualization of the machine component, the use of hybrid intelligence and the formation of bionts. We show a variant of classification of ergatic systems, focused on socio-economic systems. We propose a method for choosing a rational alternative to support the management of human-machine systems in the conditions of vagueness and ambiguity of the initial data and approaches to the management quality criteria. A fuzzy approach to a multi-criteria problem is proposed. It leads to a certain combination of fuzzy selection criteria, and to the study of complex systems as a hierarchical structure, with the representation of system elements and its qualitative properties as fuzzy mathematical models, the combination of which will give a mathematical model of the systems.
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da Silva, Christian, and Camille Bolson. "Public Policy for Solid Waste and the Organization of Waste Pickers: Potentials and Limitations to Promote Social Inclusion in Brazil." Recycling 3, no. 3 (September 4, 2018): 40. http://dx.doi.org/10.3390/recycling3030040.
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The management model for the National Solid Waste Policy to develop sustainable actions, proposes the social inclusion of recyclable waste pickers in the waste management system. Compliance with the law, the form of participation of the waste pickers, and incentive mechanisms are configured as a relationship open to analysis. Therefore, the aim of this work was to investigate the potentials and limitations of a recycling cooperative, in terms of social technologies and inclusion, to encourage local development. The qualitative approach was aided by structured questionnaires, semi-structured interviews, and participant observation. The resulting evidence suggests that the organization of a cooperative, enabled access to information on the legislation of the National Solid Waste Policy. It showed the need to strengthen relationships with education institutions and public authorities. Despite the low levels of education of the members of the cooperative, projects and knowledge could be developed to aid social technologies. No technological innovations were observed, nor the production of alternative artifacts for recyclable materials. This weakens the cooperative in terms of articulation among peers, most notably the integration of the Catamare cooperative in the network of Cataparaná, to support the sale of material produced for industry. It may be concluded that joining the cooperative improved the social, economic, and political conditions of the members, but there were also structural limits to the recycling production chain that were not considered in the National Solid Waste Policy; and to a certain extent this weakens the development of sustainable actions. Furthermore, the organization of the cooperative hindered the development of social technologies and the social inclusion of the waste pickers.
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Ranis, Peter. "Eminent Domain: Building Toward Worker Cooperatives in the United States." Perspectives on Global Development and Technology 15, no. 1-2 (January 14, 2016): 28–37. http://dx.doi.org/10.1163/15691497-12341373.
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This article deals with the major challenges to the development of cooperatives owing to the retreat of the state in intervening on behalf of the public good. Cooperatives represent a clear response to unemployment and poverty within the liberal capitalist economies. Cooperatives represent a re-envisioning of work organization, democratic procedures, the reality of employee self-management, the fostering of community and political outreach that combine to provide an alternative to the hierarchical private firm’s place in the economy and society. The potential uses of eminent domain to meet this socio-economic challenge in the United States represent viable public policies that can provide workers with the legitimacy to own and run their own enterprises. Eminent domain, a legal process, has a basis in public policy, which includes the powers to tax and spend, to zone for economic purposes, to impose environmental regulations, and to avoid neighborhood blight. Worker control requires the implementation of eminent domain on behalf of workers for the clear benefit of economic development, social justice and worker autonomy.
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Parthasarathy, Meera. "Challenges and Emerging Trends in Toner Waste Recycling: A Review." Recycling 6, no. 3 (August 29, 2021): 57. http://dx.doi.org/10.3390/recycling6030057.
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Toner waste is one of the major electronic waste materials posing serious environmental threat and health hazards. Globally, only about 20–30% of toner waste is recycled, while the remaining percentage is dumped in landfills. Recycling options are limited due to the desirably engineered durability of toners, ascribed to a complicated composition of chemicals, carbon black, and plastic particles, which in turn creates critical challenges in recycling. The World Health Organization has classified toner waste as class 2B carcinogen due to its potential health hazard. In this review, the existing challenges in toner waste recycling are discussed from the perspective of environmental, health, and feasibility aspects. In parallel, the challenges have been opening up alternative strategies to recycle toner wastes. Emerging trends in toner waste recycling include transformation of toner waste into value-added products, utilization as raw material for nanomaterial synthesis, generation of composite electrodes for power generation/storage devices, integration into construction materials, and development of microwave absorbing composites. Considering the enormous volume of toner waste generated globally every year, better recycling and transformation strategies are needed immediately. A circular economy could be established in the future by transforming the enormous toner waste into a resource for other applications. For an effective management of toner waste in the future, an integrated approach involving policies and legislations, infrastructure for collection and treatment, and financial planning among the stakeholders is needed in addition to technological innovations.
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Manuylenko, Viktoriya Valeryevna, Aminat Islamovna Borlakova, Alexander Vladimirovich Milenkov, Olga Borisovna Bigday, Elena Andreevna Drannikova, and Tatiana Sergeevna Lisitskaya. "Development and Validation of a Model for Assessing Potential Strategic Innovation Risk in Banks Based on Data Mining-Monte-Carlo in the “Open Innovation” System." Risks 9, no. 6 (June 13, 2021): 118. http://dx.doi.org/10.3390/risks9060118.
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Innovation risk in banks, a formalized instrument that is part of banks’ financial and innovative strategies, influences the assessment of innovative activity, demonstrating the importance of forecasting and assessment models of potential innovation risks. Our research into general scientific and specific methods allowed us to: (1) distinguish hierarchical concepts and their order—namely, “banking innovation”, “economic effects of innovational activities”, “financial and innovative strategy”, and “innovation risk”; (2) identify links between innovative and strategic bank management, since bank innovations are carried out in conjunction with strategies and imply positive strategic economic effects, making the assessment of potential innovation risk necessary for the current moment and the future; (3) note that the launching and use of new technologies on economic cycles and phases involving a necessary correlation between innovative profit and these phases; (4) provide preferable measurements of banks’ innovative activity and financial performance against commission income; (5) assess the potential financial performance of banks’ financial and innovative strategies within economic cycles and phases and in accordance with the nature of income; (6) present general areas for the practical application of an adapted data mining–Monte Carlo method, based on a proprietary software product. The model’s application in the “open innovation” system exhibits its multipurpose nature and allows for the selection of alternative strategic innovative solutions within economic cycle phases. It also serves in the promotion of Big Data technology in relation to finance and innovation, which is a promising area, and determines the values of the desired indicators for the “bank of the future” concept.
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Barna, Marta, and Bohdan Semak. "MAIN TRENDS OF MARKETING INNOVATIONS DEVELOPMENT OF INTERNATIONAL TOUR OPERATING." Baltic Journal of Economic Studies 6, no. 5 (December 2, 2020): 33–41. http://dx.doi.org/10.30525/2256-0742/2020-6-5-33-41.
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The article examines the role of the tourism industry in the world economy, reveals the specifics of the innovation process in tourism. The classification of innovations in tourism according to the object of their application is given. The main directions of using innovative marketing technologies in the field of tourism services are considered: release of new types of tourism product, change in the organization of production and consumption, identification and use of new markets, as well as the use of new equipment and technology. Factors that accelerate the introduction of marketing innovations are studied. Based on the analysis of world experience, several models of regulation of innovative tour operating activities in the EU have been identified. The first direction of formation of the model of the innovations development in tourism is the activity of stimulating innovations in the public and private sectors of tourism with the aim of their transition to a qualitatively new model of touring (similar model is used in Greece, Italy and Portugal). The second direction is defined as the internationalization and opening of new markets (a similar model of stimulating innovative development is typical of Spain, Romania and partly Norway). The third one includes support for entrepreneurship in the field of tourism, stimulation of entrepreneurial initiatives, opening a new tourism business (A similar model of stimulating innovation in tourism is typical of many countries in Europe, Australia, New Zealand). The fourth direction is the promotion of the country, its tourism product, including educational and cultural ones (A similar model is typical of Bulgaria, Croatia, Spain, Turkey, Thailand). The role of introduction and active development of e-business and marketing technologies is defined, especially in modern conditions. The necessity of development of the newest directions of the Internet marketing in the field of tourism, including mobile, Internet branding and geomarketing, is proved. The role of innovative marketing technologies as one of the central elements of modern development of activity of tourist firms, the necessity of application of computer technologies and non-standard ways of giving of the information during carrying out modern technical maintenance, are justified. The first group of such technological solutions consists of management technologies, including property management system (PMS), aimed at optimization of basic technological operations. The modern hotels and chains are trying to present themselves not only in global distribution system (GDS), which has become a powerful advertising tool, but also in alternative distribution system (ADS), which is primarily needed by hotels focused on the business segment. Global distribution system (GDS) is also closely integrated into well-known booking systems such as Booking.com, HRS, Agoda, Travelocity, Expedia etc. The next group is for food and beverages inventory management technology (F&B). The group of marketing technologies includes search engine optimization measures (SEO and PPC), which allow to raise the hotel site in search engine rankings, E-mail Marketing as a means of maintaining constant communication with the client, marketing activities in social media (Social Media Optimization), creation of virtual hotels or illusions of visiting a hotel (Second Life and Virtual Hotels Conclusion), branding, etc. The last group of technologies are service ones, i.e. technologies for improving hotel products and services. Innovative technologies are developing in the direction of ensuring sustainable development (greening of hotel services and activities), inclusion in traditional technological operations of innovative components: electronic concierge terminals, access to hotel services via mobile devices, maximizing Internet access, etc. Based on the analysis of the activities of large tour operators, regional differences have been identified in Turkey, Greece, Croatia, Spain, Austria, Norway and France. It is proved that marketing innovations in tourism have a qualitative novelty, which affects the promising areas of tourism development, improvement of existing tourism products, improving the image and competitiveness of the tourism industry. Based on the study, it is generalized that the role of marketing innovations in international tourism has been growing every year, and it has become especially relevant in the conditions of the COVID-19 crisis. For travel companies, the effect of marketing innovation can be expressed in the qualitatively new changes in the tourism industry, improving the efficiency of tourism infrastructure, management of sustainable operation and development of tourism in the country and the formation, positioning and consumption of tourism services, improving the image and competitiveness of travel companies.
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Chakraborty, S. K., Verghese Kurien, Jittu Singh, Mrityunjay Athreya, Arun Maira, Anu Aga, Anil K. Gupta, and Pradip N. Khandwalla. "Management Paradigms Beyond Profit Maximization." Vikalpa: The Journal for Decision Makers 29, no. 3 (July 2004): 97–118. http://dx.doi.org/10.1177/0256090920040308.
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The dominant paradigm today, both in corporate management and in business educa- tion, is profit maximization and maximization of the wealth of the owners. But, the obsession with ‘profit at any cost,’ when carried to an extreme, can lead to Enrons, WorldComs, and Parmalats and the shortening of hundreds of thousands of lives in sweat shops. Fortunately, alternatives have appeared that successfully blend concern for profits with humane concerns. Today, virtually, every Fortune 500 company has adopted a code of conduct and put in place the needed management structures and processes to ensure compliance. Similarly, corporate social responsibility has gathered momentum. Spirituality in management, the democratization of the workplace including internal justice systems and ‘good citizenship’ behaviour in the organization, and catering to the needs of all the stakeholders-not just shareholders-are some of the other offshoots of humane corporate management. In a developing country context, in which there are so many battles to be won against poverty and deprivation and in which a society needs to be modernized without losing track of its ethical and spiritual moorings, humane business management is a necessity. In this colloquium, our panel members addressed the following issues: What humane alternatives there are to mindless commercialism and how to manage each alternative without loss of profitability. How to enrich business practices and what we teach in business schools with these new paradigms of management. The salient features of the responses are as follows: The globalization strategy of a few powerful nations has robbed country after country of its right to choose its own path-not only economic but cultural as well-with the new milieu verging on the inhumane. An immense effort is necessary to nourish humane values as the cause and ethical conduct as a consequence. Cooperative enterprises or new workers' enterprises can provide the organiza- tional means whereby a significant proportion of humanity takes on the tasks of creating productive employment and overcoming poverty, thus achieving social integration without placing undue importance on the interests of capital providers. Enduring companies have demonstrated that by simultaneously attending to a variety of stakeholders and focusing on composite goals, rather than profit maximization alone, it is possible to acquire and maintain industry leadership. Firms need to move from a feudal relationship with their business partners to a ‘strategic partnership’ and invest more in hygiene factors and HRD for long-term employee satisfaction, performance, and development. The need is to evolve through dialogue among businessmen, government, and civic society a consensus on what the social responsibility of business is and what are legitimate and illegitimate actions. A larger social conscience can emerge if corporate leaders recognize that they cannot ensure long-term growth without generating sufficient ‘social capital.’ ‘Social capital’ involves the creation of trust, reciprocity, and tolerance of third party actions. There is a bonus from corporate social responsibility, ethicality, and spirituality in terms of stronger staff bonding with the organization and stronger motivation. This can be converted into higher productivity, better product quality, better and faster implementation of the needed changes and innovations.
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Owais, Mohammad, Aleksei Shiverskii, Amit Kumar Pal, Biltu Mahato, and Sergey G. Abaimov. "Recent Studies on Thermally Conductive 3D Aerogels/Foams with the Segregated Nanofiller Framework." Polymers 14, no. 22 (November 8, 2022): 4796. http://dx.doi.org/10.3390/polym14224796.
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As technology advances toward ongoing circuit miniaturization and device size reduction followed by improved power density, heat dissipation is becoming a key challenge for electronic equipment. Heat accumulation can be prevented if the heat from electrical equipment is efficiently exported, ensuring a device’s lifespan and dependability and preventing otherwise possible mishaps or even explosions. Hence, thermal management applications, which include altering the role of aerogels from thermally insulative to thermally conductive, have recently been a hot topic for 3D-aerogel-based thermal interface materials. To completely comprehend three-dimensional (3D) networks, we categorized and comparatively analyzed aerogels based on carbon nanomaterials, namely fibers, nanotubes, graphene, and graphene oxide, which have capabilities that may be fused with boron nitride and impregnated for better thermal performance and mechanical stability by polymers, including epoxy, cellulose, and polydimethylsiloxane (PDMS). An alternative route is presented in the comparative analysis by carbonized cellulose. As a result, the development of structurally robust and stiff thermally conductive aerogels for electronic packaging has been predicted to increase polymer thermal management capabilities. The latest trends include the self-organization of an anisotropic structure on several hierarchical levels within a 3D framework. In this study, we highlight and analyze the recent advances in 3D-structured thermally conductive aerogels, their potential impact on the next generation of electronic components based on advanced nanocomposites, and their future prospects.
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Sampson, Susan D., Bonita Lynn Betters-Reed, and Tessa Misiaszek. "Reshaping at EILEEN FISHER Inc: organizational change at its best?" CASE Journal 11, no. 3 (September 10, 2015): 235–48. http://dx.doi.org/10.1108/tcj-04-2014-0024.
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Synopsis During the downturn in the economy, EILEEN FISHER Inc., which had been experiencing significant growth in the years leading up to 2008, had to take some widespread organizational strategic action or potentially lose $11 million. Eileen Fisher and the Facilitating Leadership Team (FLT) met to reflect on the actions that were taken in the last 18 months in order to reshape their organization. From the beginning, the FLT had been transparent with the 800 employees in the organization, informing them that they were facing serious losses. They shared not only identified issues, but their deep faith in the EILEEN FISHER collaborative culture a faith that was reflected in their first step to planning. Turning to the employees, they had asked, What should we do? Teams throughout the company figured out new ways of working and recaptured EILEEN FISHER's profit. Reflecting on the reshaping of EILEEN FISHER and the many actions taken, the FLT team wondered if the creation of the new normal was sound and sustainable for the future. Students must evaluate the effectiveness of EILEEN FISHER's leadership system and determine whether the company can survive the economic downturn while remaining true to the company's core values. Research methodology The case is a field-research case and was funded as part of a sabbatical to study leadership at EILEEN FISHER Inc. The primary goal of the long-term project was to research and write cases on socially minded women leaders through an inclusive conceptual lens. Extensive planning with the Chief Culture Officer at EILEEN FISHER resulted in an 18-month deep dive with over 40 in-depth interviews, extensive observation of many different teams and meetings particularly the monthly Leadership Forums, thorough review of internal communications as well as review of other secondary research. Relevant courses and levels This case was written for advanced undergraduate or graduate organizational management, retail management and strategic change students. The case is best taught later in the course where students are asked to connect various leadership or strategic change theories with organizations and outcomes. The theoretical readings are more suited for advanced leadership students and are a springboard for in-depth analysis and further assignments. The case demonstrates the power of a values-based organization and how this values-based leadership style can be used to reshape an organization. This case can also be used for a retail management course to look at a values-based organization in the retailing industry. Most retailers in the industry have traditional hierarchical organizations; this case shows that there are alternative business models and newer leadership frameworks that explain EILEEN FISHER's management. Retailers are also impacted by every downturn in the economy and challenge to consumer confidence. This case shows how a retail organization can reshape itself with a new value proposition as a result of a downturn in the economy. It also demonstrates how employees can take action and redefine an organization.
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Yakovleva, I. V., and T. S. Kosenko. "Socio-philosophical cognition of the phenomenon of uncertainty and forecasting in education." Professional education in the modern world 11, no. 4 (February 26, 2022): 19–27. http://dx.doi.org/10.20913/2618-7515-2021-4-3.
Full textAbstract:
The principle of uncertainty operates in the perspective of discussing the modern Russian education modernization, it arises in the circumstances of unclear public priorities, goals, values. At the educational practice viewpoint, the holistic methodology absence for the philosophical understanding of certainty and uncertainty of ontological, epistemological, epistemological, axiological research programs, is reflected in both satisfying human cognitive needs and forecasting in education. Developing a methodological formalization of concepts «certainty», «uncertainty», «ontological uncertainty» (non-articulation of properties and behavior of the system or its individual element), «epistemological uncertainty» (in techniques of cognition, forming a worldview, implementing innovations, as well as interpreting the quality of education from the standpoint market laws), «epistemological uncertainty» (parametric, random, ambiguous and uncertainty of interaction) are associated with a critical discussion of the essential signs of uncertainty in society and education, which are becoming the research subject of the education philosophy. A survey of philosophers’ opinions regarding the education models of the future pointed to the critically-oriented nature of already existing prototypes and the development of their scenarios. The need to determine the theoretical status of «uncertainty in education» is closely related to understanding a person's place in the world, agreeing in the public consciousness of a consistent understanding of the axiological categories: «value of education» and «education as a value» and their new interpretation based on the articulation of «axiological certainty» as new ecosystems of values and principles of their functioning in the education of the future. Understanding the changes in the ontological, epistemological and axiological foundations of Russian education is private explications of socio-philosophical subjectivism to a certain extent. Modern concepts discussing the axiological reversal in educational practices concentrate around the problem of axiological certainty, namely: the preservation of civilization and the hierarchical nature of educational goals and values as an important component of effective education management.
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Velychko, Oleksandr, Liudmyla Velychko, Svitlana Khalatur, and Hynek Roubík. "A guarantor in the quality management system of educational programs: a case of Ukrainian universities." Problems and Perspectives in Management 18, no. 4 (November 25, 2020): 153–66. http://dx.doi.org/10.21511/ppm.18(4).2020.14.
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Development of the system of ensuring quality in higher education of Ukraine grounded the creation of such management subject as a guarantor of the educational program. However, a formal understanding of the role and uncertainty of the guarantor’s status in the contemporary area of managing higher education institutions became the widespread consequence of those innovations. Considering the stated above, various models of managing the quality of educational programs with the help of the guarantor have been developed in the research, and conditions for efficient application of such models in Ukrainian universities have been grounded. The research is based on the application of the strategic analysis method GAP for identifying issues and features of organizing management in systems of internal quality assurance in universities, and methods of modeling and graphical analysis method for creating alternative management systems in educational programs with and without such professional educational-scientific structural subdivisions as departments. As a result, the developed models include the rational organization of management of educational programs under the conditions of centralized and decentralized systems of internal educational quality assurance provision. For instance, it could create favorable conditions for decreasing bureaucracy and repetition of functions in the management system of universities and lead to the realization of the individual potential of guarantors as managers-experts in educational programs. Acknowledgment To the National Agency for Higher Education Quality Assurance for the possibility to take part in accreditation expertise and consulting evaluation of educational programs in universities of Ukraine. The research was carried out also within the context of the tasks of Ukrainian-American international project “Program of professional development of them managerial staff in Ukrainian universities,” which was initiated by the investment company “Rayter Inc.” (The USA). In addition, we are thankful to the Czech Development Cooperation support, which allowed this scientific cooperation to start (through projects: “Strengthening scientific capacities and cooperation of Ukrainian universities in AgriSciences” and “Interuniversity cooperation as a tool to improve the quality of selected universities in Ukraine”).
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Lins, Uiara Maria de Barros Lira, Valberto Barbosa de Oliveira, Adriana Ferreira de Souza, Dayana Montero Rodríguez, Sérgio Selisman Silva Dantas, Marcos Antônio Barbosa de Lima, Rosileide Fontenele da Silva Andrade, and Galba Maria de Campos-Takaki. "HMG-CoA reductase inhibitors: an updated review of biosynthesis and patent prospecting." Research, Society and Development 11, no. 14 (November 4, 2022): e508111436186. http://dx.doi.org/10.33448/rsd-v11i14.36186.
Full textAbstract:
HMG-CoA reductase (3-hydroxy-3-methylglutaryl-coenzyme A reductase) is the enzyme that plays a limiting role in cholesterol biosynthesis. Among the HMG-CoA reductase inhibitor molecules, statins stand out, a class of drug used in the treatment of atherosclerosis and in the reduction of high cholesterol levels, therefore they are biomolecules of medical and pharmaceutical importance. In this context, this work aimed to carry out a systematic mapping of patents and scientific articles related to the biosynthesis of HMG-CoA reductase inhibitors. The search was carried out in the databases of the National Institute of Intellectual Property (INPI), the European Patent Office (Espacenet), the Derwent Innovations Index, the World Intellectual Property Organization (WIPO) and also articles indexed in Scielo and Pubmed using as descriptors “statins”, “production and statins and fungi”, “statins and fungus”. Of the 2561 cataloged patents, 09 were included because they met the inclusion criteria. The number of scientific articles found in the databases was higher (2820) when compared to the number of patents. As a country, China represents the largest holder on the subject, corresponding to 88.9% of patented products. Based on the mapping, advances in the search for strategies for the biotechnological production of statins can be highlighted. Some of the inventions used microorganisms such as filamentous fungi associated with agro-industrial substrates as an alternative and low-cost source for the production of statins to replace synthetic sources. However, future studies can be carried out using new fungi and new renewable substrates, considering the existing biodiversity worldwide.
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Liukinevičienė, Laima, and Kamilė Kuodytė. "The Management of Strategic Change in the Municipal Public Library." Socialiniai tyrimai 44, no. 2 (October 21, 2021): 61–83. http://dx.doi.org/10.15388/10.15388/soctyr.44.2.4.
Full textAbstract:
Public libraries, which are undergoing technological and socio-cultural changes, today become centres of socialization of communities, creating social and cultural well-being, therefore, their effective management becomes the object of research. This is also relevant in the implementation of public policy: strategic documents (“Europe 2030”, “Lithuania 2030”), which guide public sector bodies to achieve a sustainable economy, also actualize the ability to anticipate the necessary changes in the organization.In addition to the usual long-term strategic goals (providing high-quality various services, programs, resources to people of all ages; developing existing collections; creating an environment that responds to community needs and promotes creativity), municipal libraries aim to strengthen the institution’s management and develop local communities. Due to COVID-19, the revised strategic plans of public libraries of the Republic of Lithuania have made the accessibility aspect of services even more relevant. Long-term goals testify to the need for strategic change, at the same time raise the problematic questions: what are the essential aspects of science in the management of strategic change in the municipal public library? What is the situation of strategic change management in Lithuanian municipal public libraries? The research aims to practically investigate the situation of strategic change management in Lithuanian municipal public libraries and to discern the aspects to be improved.Based on the scientific literature, we define strategic change as significant fundamental changes in the organization aimed at positive change: to eliminate shortcomings, negative consequences and take on new challenges inherent in the organization’s strategy. They are always linked to the strategic goals of the organization, are changing or touching the entire organization, requiring strategic and change management competencies.The strategic changes implemented in the libraries of the Republic of Lithuania in this decade are more attributable to adaptation or evolution, as there are changes in sustainable growth. According to the hierarchical structural model, strategic administrative (changes in management structures, processes) or strategic functional changes (e.g. changes in personnel, financial management strategy, etc.) are usually initiated in the municipal public libraries themselves. Strategic political and strategic changes in work are mainly driven by politicians. Strategic change requires leadership at all levels of an organization’s governance and is generally seen as a significant factor in increasing employees’ commitment to change.The management of strategic change in libraries as a process has much in common with the management of strategic change in other public sector institutions. Their management in libraries is influenced by external and internal factors, in particular public policy. Among the internal factors for municipal public libraries, the process of managing changes, in general, is important, as it was common practice in Lithuanian municipalities to work in accordance with the municipal cultural policy strategy without developing a separate strategy for the development of their own, separate institution. In the current context of increasing decentralization of governance, it is increasingly the responsibility of libraries to take the initiative and take care of the long-term goals of the organization.The public libraries of two neighbouring municipalities (Akmenė district and Mažeikiai district) were selected for the research, a strategy of mixed methods was applied, combining qualitative research methods (content analysis of documents) and quantitative research methods (total questionnaire survey of both library employees except director and deputy director using apklausa.lt, after receiving participants’ consent via e-mails).Having analysed the strategic plans and activity reports of the years 2011–2021 of public libraries in municipalities of Akmenė district and Mažeikiai district, it was revealed that the most important strategic changes in the recent period correspond to the guidelines of Lithuanian cultural policy (2010) and were mostly technological changes or technological-organizational: related to building reconstructions, renovations; with the digitization of administrative management and services; with the socialization of socially excluded groups, with the increase of digital literacy of communities through education, etc. The documents testify that the public library in Mažeikiai district, during the research, already had its own strategic plan, while the public library in Akmenė district, was developing its first strategy. Different experiences of strategic management have also led to partly different expressions of strategic change management in libraries. The library in Mažeikiai district constantly performs the analysis of external factors, while the library in Akmenė district yet only intends to do so. Among the external factors, the project activities carried out by Martynas Mažvydas National Library of Lithuania, including public libraries, are important in both cases. By strategizing activities, both libraries conduct the performance analysis using SWOT, highlighting similar weaknesses (limited funding for modernization), strengths (systematically training staff, modernized public library infrastructure, strong collaborative relationships with other public and county libraries).Wider cooperation with business is not yet visible. The library in Akmenė district sees the consideration of the needs of stakeholders and the use of social partners’ resources as an opportunity, whereas the library in Mažeikiai district is already planning more active partnership relations, also with Lithuanian and foreign libraries.After conducting the opinion research of the employees of public libraries in Akmenė district and Mažeikiai district, the following most important aspects of the management of strategic changes in the studied municipal public libraries have been revealed:Situation – libraries undergo strategic changes initiated by external institutions through programs and projects; they have experience in implementing strategic change, communicating the results of change; there is no resistance to innovations in libraries; employees begin to be involved in strategic change management through separate sub-processes, while for the time being, managers take the lead in strategic change management; organizations lack a deeper understanding of strategic change, the competencies to initiate them involving the entire library community. Potential – employees would like to be more involved in the management of strategic change: 1) relatively good internal communication about already implemented (mostly project-based) strategic changes is revealed; 2) over 10 percent of employees are already involved in managing strategic change; 3) half of the surveyed employees feel able to offer ideas for innovations and strategic changes, the other 50 percent of employees feel “not invited” to do so; 4) Most staff feel ready to take on good practice from other (including foreign) institutions.This research has confirmed the insights of scholars and cultural strategists that public libraries today are undergoing tremendous change, making long-term perspective knowledge and strategic planning a necessity in every organization. With the growth of decentralization of management as well as the uncertainty due to global changes, in the public sector this is achieved through greater involvement of the community in governance and inter-institutional cooperation. Leadership alone is not enough.This research shows that municipal public libraries have the potential to initiate and manage strategic change themselves, as they have been involved in the implementation of changes initiated by external institutions for 10 years, there is no anti-change attitude in organizations. On the other hand, there is a lack of experience and competencies to anticipate change, initiate change, motivate employees to get involved themselves. This research also raises the debate questions that require broader research:
Knowing that municipal public libraries are accustomed to working according to the programs, projects and plans coming from above, the question arises whether the current 2016-2017 legislation on improving library management approved by the Minister of Culture of the Republic of Lithuania is effective and meets today’s challenges; why there is no methodological assistance to public libraries on how to improve their management.
What governance structure of municipal public libraries would be conducive to increasing staff involvement in strategic change management? What managerial innovations would increase employee motivation to initiate change?
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Liukinevičienė, Laima, and Kamilė Kuodytė. "The Management of Strategic Change in the Municipal Public Library." Socialiniai tyrimai 44, no. 2 (October 21, 2021): 61–83. http://dx.doi.org/10.15388/soctyr.44.2.4.
Full textAbstract:
Public libraries, which are undergoing technological and socio-cultural changes, today become centres of socialization of communities, creating social and cultural well-being, therefore, their effective management becomes the object of research. This is also relevant in the implementation of public policy: strategic documents (“Europe 2030”, “Lithuania 2030”), which guide public sector bodies to achieve a sustainable economy, also actualize the ability to anticipate the necessary changes in the organization.In addition to the usual long-term strategic goals (providing high-quality various services, programs, resources to people of all ages; developing existing collections; creating an environment that responds to community needs and promotes creativity), municipal libraries aim to strengthen the institution’s management and develop local communities. Due to COVID-19, the revised strategic plans of public libraries of the Republic of Lithuania have made the accessibility aspect of services even more relevant. Long-term goals testify to the need for strategic change, at the same time raise the problematic questions: what are the essential aspects of science in the management of strategic change in the municipal public library? What is the situation of strategic change management in Lithuanian municipal public libraries? The research aims to practically investigate the situation of strategic change management in Lithuanian municipal public libraries and to discern the aspects to be improved.Based on the scientific literature, we define strategic change as significant fundamental changes in the organization aimed at positive change: to eliminate shortcomings, negative consequences and take on new challenges inherent in the organization’s strategy. They are always linked to the strategic goals of the organization, are changing or touching the entire organization, requiring strategic and change management competencies.The strategic changes implemented in the libraries of the Republic of Lithuania in this decade are more attributable to adaptation or evolution, as there are changes in sustainable growth. According to the hierarchical structural model, strategic administrative (changes in management structures, processes) or strategic functional changes (e.g. changes in personnel, financial management strategy, etc.) are usually initiated in the municipal public libraries themselves. Strategic political and strategic changes in work are mainly driven by politicians. Strategic change requires leadership at all levels of an organization’s governance and is generally seen as a significant factor in increasing employees’ commitment to change.The management of strategic change in libraries as a process has much in common with the management of strategic change in other public sector institutions. Their management in libraries is influenced by external and internal factors, in particular public policy. Among the internal factors for municipal public libraries, the process of managing changes, in general, is important, as it was common practice in Lithuanian municipalities to work in accordance with the municipal cultural policy strategy without developing a separate strategy for the development of their own, separate institution. In the current context of increasing decentralization of governance, it is increasingly the responsibility of libraries to take the initiative and take care of the long-term goals of the organization.The public libraries of two neighbouring municipalities (Akmenė district and Mažeikiai district) were selected for the research, a strategy of mixed methods was applied, combining qualitative research methods (content analysis of documents) and quantitative research methods (total questionnaire survey of both library employees except director and deputy director using apklausa.lt, after receiving participants’ consent via e-mails).Having analysed the strategic plans and activity reports of the years 2011–2021 of public libraries in municipalities of Akmenė district and Mažeikiai district, it was revealed that the most important strategic changes in the recent period correspond to the guidelines of Lithuanian cultural policy (2010) and were mostly technological changes or technological-organizational: related to building reconstructions, renovations; with the digitization of administrative management and services; with the socialization of socially excluded groups, with the increase of digital literacy of communities through education, etc. The documents testify that the public library in Mažeikiai district, during the research, already had its own strategic plan, while the public library in Akmenė district, was developing its first strategy. Different experiences of strategic management have also led to partly different expressions of strategic change management in libraries. The library in Mažeikiai district constantly performs the analysis of external factors, while the library in Akmenė district yet only intends to do so. Among the external factors, the project activities carried out by Martynas Mažvydas National Library of Lithuania, including public libraries, are important in both cases. By strategizing activities, both libraries conduct the performance analysis using SWOT, highlighting similar weaknesses (limited funding for modernization), strengths (systematically training staff, modernized public library infrastructure, strong collaborative relationships with other public and county libraries).Wider cooperation with business is not yet visible. The library in Akmenė district sees the consideration of the needs of stakeholders and the use of social partners’ resources as an opportunity, whereas the library in Mažeikiai district is already planning more active partnership relations, also with Lithuanian and foreign libraries.After conducting the opinion research of the employees of public libraries in Akmenė district and Mažeikiai district, the following most important aspects of the management of strategic changes in the studied municipal public libraries have been revealed:Situation – libraries undergo strategic changes initiated by external institutions through programs and projects; they have experience in implementing strategic change, communicating the results of change; there is no resistance to innovations in libraries; employees begin to be involved in strategic change management through separate sub-processes, while for the time being, managers take the lead in strategic change management; organizations lack a deeper understanding of strategic change, the competencies to initiate them involving the entire library community. Potential – employees would like to be more involved in the management of strategic change: 1) relatively good internal communication about already implemented (mostly project-based) strategic changes is revealed; 2) over 10 percent of employees are already involved in managing strategic change; 3) half of the surveyed employees feel able to offer ideas for innovations and strategic changes, the other 50 percent of employees feel “not invited” to do so; 4) Most staff feel ready to take on good practice from other (including foreign) institutions.This research has confirmed the insights of scholars and cultural strategists that public libraries today are undergoing tremendous change, making long-term perspective knowledge and strategic planning a necessity in every organization. With the growth of decentralization of management as well as the uncertainty due to global changes, in the public sector this is achieved through greater involvement of the community in governance and inter-institutional cooperation. Leadership alone is not enough.This research shows that municipal public libraries have the potential to initiate and manage strategic change themselves, as they have been involved in the implementation of changes initiated by external institutions for 10 years, there is no anti-change attitude in organizations. On the other hand, there is a lack of experience and competencies to anticipate change, initiate change, motivate employees to get involved themselves. This research also raises the debate questions that require broader research:
Knowing that municipal public libraries are accustomed to working according to the programs, projects and plans coming from above, the question arises whether the current 2016-2017 legislation on improving library management approved by the Minister of Culture of the Republic of Lithuania is effective and meets today’s challenges; why there is no methodological assistance to public libraries on how to improve their management.
What governance structure of municipal public libraries would be conducive to increasing staff involvement in strategic change management? What managerial innovations would increase employee motivation to initiate change?
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Skudlarski, Jacek, Alina Burliai, Ruslan Mudrak, and Іhor Smerteniuk. "Trends of Innovative Development of Agricultural Business in the Context of Climate Changes." Accounting and Finance, no. 2(92) (2021): 136–46. http://dx.doi.org/10.33146/2307-9878-2021-2(92)-136-146.
Full textAbstract:
Current state of the development of agricultural business is characterized by negative trends caused by the prevalence of extensive production systems and the reduction of investments into agricultural research, while the influence on the environment and natural resources is constantly increasing. Besides, climate change is one of the greatest challenges of the XXI century, which exerts a negative influence on social-economic and natural systems and requires the development of the ways for the industry to adapt to climate changes. The purpose of the article is to substantiate the main areas of innovative development of agricultural business in the context of climate change. System approach as well as the application of a wide range of general scientific and special methods make up the framework of the research. It has been established that climate changes directly affect the agriculture of the country that greatly depends on climate and weather conditions. The main tool to adapt agriculture to climatic changes should be the introduction of innovations resulting in its innovative development. The article also presents the systematization of the main directions of innovative development of agricultural business in the context of climatic changes: biological (new cultivars, hybrids of agricultural crops, new types and breeds of agricultural animals), technical and technological (advanced technologies in plant and animal production), chemical (fertilizers, plant protection agents, plant growth regulators), organizational and economic (business organization, management, and marketing), social (social development of a person), development directions of alternative energy (energy production from renewable sources), and digitalization (digit transformation of production processes).
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Wang, Chingning. "Strategic Information Technology Compensation." Journal of Global Information Management 27, no. 4 (October 2019): 16–45. http://dx.doi.org/10.4018/jgim.2019100102.
Full textAbstract:
The 2008 financial crisis has made many high-tech firms vulnerable. Some non-American firms (e.g. in Taiwan) have even granted their IT professionals a “no-pay break” to reduce firms' financial uncertainty. The crisis leads to a need to re-examine managerial compensation thinking from a cross-cultural perspective. Drawing on cross-cultural case studies in Taiwan, a collectivist culture, and in the United States, an individualist culture, this research explores managerial thinking on how to align strategic IT compensation with personnel's immigrant status and IT sourcing strategies in different industrial and national/cultural contexts. It also explores how firms utilize nonmonetary compensation in different cultures. Compensation for IT professionals in Taiwan are reportedly to be more uniform because of the feature of collectivist culture. Compensation for IT professionals in the United States are reportedly more fluid thanks to a frontier culture and individualism. Therefore, negotiable competitive pay is emphasized. Both Taiwan and the US have suffered from wage stagnation for decades. In Taiwan, this stagnation may be related to a depreciation of higher degrees since the number of university graduates has been increased fivefold in two decades and IT related degrees have been amidst popular majors which lead to oversupply in IT workforce. In the US, this stagnation may be related to economic recession and reduced IT investment/full-time positions, dropping IT enrollment, IT skill/education-job mismatch, and increased reliance on IT contractors in an emerging IT gig economy. From a cultural perspective, “still under employment” in a Confucian society which emphasizes face-saving that has value in its own right and it explains why some firms in Taiwan granted IT professionals a “no-pay break” instead of immediate layoff to cope with the 2008 crisis. Meanwhile, to cope with the challenge of IT skill/education-job mismatch in the United States, using a domestic training program as nonmonetary compensation may be a viable alternative to IT firms whose IT compensation strategies emphasize lucrative pay or poach IT talents rather than nurturing IT talents. Theoretically, economic/organization theories derived from western experiences or ideologies in 1900s, where industrialization, private/hierarchical organizations, and higher education were booming, may not fit non-western countries' experiences or today's world where the trends of outsourcing, IT contracting, gig economy and depreciation of education are emerging.
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Ochonogor, Kenechukwu Nwuka, G. Solomon Osho, Cyril O. Anoka, and Onochie Jude Dieli. "The Impact of Supplier Base Consolidation on Procurement, Delivery, and Production Costs: Supply Chain Operations Optimization and Vendor Consolidation." International Research in Economics and Finance 6, no. 4 (December 30, 2022): 10. http://dx.doi.org/10.20849/iref.v6i4.1304.
Full textAbstract:
With all these mergers and acquisitions, it is particularly important to consolidate and manage the number of vendors inherited or absorbed via these acquisitions. This is also an avenue to build strong relationships with their selected suppliers because working with fewer vendors helps to optimize their entire supply chain and improves efficiency across procurement, delivery, production, assets management, and customer satisfaction. Another benefit will come from increased discounts due to preferential, scale, and volume pricing not to mention cost reduction in the areas of their supply chain management. Some companies have production plants in Texas, Tennessee, Florida, Ohio, Indiana, China, Canada, Mexico, and India, and the main aim is to identify suppliers close to those plants and streamline their logistics and distribution cost. There is also a high level of l risk associated with this exercise, If the supply is interrupted for any re-organization will face lots of difficulties meeting up demand, the absence of healthy competition will diminish the ability to negotiate SLAs (Service Level Agreements), and pricing against a supplier competitor but the business goal is to: Invest in Innovations, research and develop new products to be able to remain competitive, this cannot be achieved without the optimization of Procurement, Sourcing and Vendor Management. Be able to automate Procurement and Sourcing operations to increase business dynamism. This consolidation will reduce costs and free up funds to achieve their broader business goal and a bloated suppliers portfolio scattered all over the world conceals a lot of opportunities to get more with less. There were lots of political issues uncovered and encountered during this project which was anticipated but was carefully managed. Companies should think ahead and move from strong market position, growth, and reaching critical customers to accelerating profitable growth. Push the organization from a push/OEM channels a to pull strategy a with focus on end users. Ensure their product offering moves from a specific specialized brand to global recognition. Strong technological know-how to become a true and trusted innovative leader. Move from presence in new markets to leader in all markets. It is also advisable for companies to consider Vertical Integration which is a different alternative to Supplier Consolidation, and conduct financial and regression analyses for better decision-making and recommendations that will give a very big boast to their bottom line. This integration will avoid any supply disruption and organizations will have full control of their supply chain. Since Suppliers are known to dictate terms, pricing, and availability of materials, with this Integration, costs will be reduced, and production slowdowns caused by negotiations and other internal tussles will be prevented. This does not go without some risks because there is always a huge capital investment to set this up, to buy the factories and, to ensure that the plant is running efficiently and effectively.
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Bhattacharyya, Sanghamitra, and Leena Chatterjee. "Organizational Downsizing: From Concepts to Practices." Vikalpa: The Journal for Decision Makers 30, no. 3 (July 2005): 65–78. http://dx.doi.org/10.1177/0256090920050306.
Full textAbstract:
Downsizing is currently one of the most popular strategies being used by organizations in an effort to survive and compete in the current business scenario. Existing literature in the area has broadly focused on the following three issues: Why do organizations downsize? What are the consequences of downsizing on the individual and the organization as a whole? What are the strategies that can be adopted for successful downsizing? While imperatives for downsizing have been considered from economic, institutional, strategic, ideological, and arational perspectives, suggestions for successful downsizing strategies have repeatedly reinforced the importance of adopting a planned, long-term, and people-oriented approach to implementation. The bulk of empirical research, however, appears to have focused on the consequences of downsizing both at the individual and organizational level. Given that downsizing today has achieved the status of an institutionalized norm, the relevant question is not so much whether or why organizations should downsize, but rather, how best to implement the process in a way which will enable organizations to accrue benefits and effectively manage the negative consequences of such an exercise. A review of literature reveals that a planned approach to the implementation process would lead to sustained and long-term benefits to the organization. Drawing from change management theories as well as related theories in organizational learning, theory of business, and business model innovations, this paper has attempted to identify issues that need to be addressed at each stage of downsizing in order to ensure effective implementation. At one level, this would imply a need to question the very rationale for downsizing in terms of whether it really is the best alternative under the existing situation. At another level, assuming that downsizing has been accepted to be the most viable option, and given that any successful planned change would need to be handled as a multi-stage activity, this would include : reframing of the existing mental models and assumptions about the business extensive communication with employees at each stage managing the needs and expectations of survivors, victims, and implementers themselves planning for employability initiatives for employees helping employees to renegotiate their existing psychological contract with the organization. This would necessitate bringing about a change in the mindsets and attitudes of the people involved in the exercise. Moreover, a downsizing exercise would also need to be implemented as a part of an overall corporate renewal package rather than as an isolated strategy on its own. Suggestions for future research in this area, especially in the Indian context, have been identified with a view to adding to the existing body of knowledge and also facilitating greater understanding on the part of practitioners in handling a downsizing exercise.
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Drobyazko, Svetlana, Yurii Malakhovskyi, Ruslana Zhovnovach, and Mohamed Mohamed. "The concept of the mechanism of managing the intellectual resources of the innovative active enterprises’ employees (experience of Great Britain)." Economics. Ecology. Socium 4, no. 1 (March 16, 2020): 24–32. http://dx.doi.org/10.31520/2616-7107/2020.4.1-3.
Full textAbstract:
Introduction. Management of competencies of innovative workers in specific conditions of functioning of innovatively active enterprises as producing ecosystems is considered as the dominant direction of managing the process of production of new knowledge, localized within a specific organization, which can increase the consumer value of final consumption goods/services in the process of global value chains’ formation.
Aim and tasks. The purpose of the publication is to summarize United Kingdom practices in the management of intellectual resources of innovatively active enterprises.
Results. The purpose of the United Kingdom science and innovation policy is to develop the professional skills of the population, to organize world-class research and education, to apply knowledge and skills to develop a competitive economy. The established network of science and innovative policy management entities is in line with the open innovation demand model, which implies the establishment of effective cooperation between universities, business organizations, suppliers, consumers. The generalized model of organizational and economic mechanism of regulation of intellectual resources of innovatively active enterprises personnel as knowledge-intensive sociocentric networks is presented in the form of a structured system focused on the behavioral aspects of the activity of subjects of production of new knowledge of means of regulatory and indicative influence on the configuration of regulatory objects that are subordinated to the sub-system in the conditions of global competition.
Conclusions. To fully meet the requirements of innovating the organizational and economic mechanism regulation of intellectual capital’ innovatively active enterprises corresponds to the incorporation into the toolkit of realization of the purpose and tasks of development of the means of forecasting the future state, structure, prospects of increasing the value of its elements. This trend of modernization provides an opportunity to increase intellectual capital through the introduction of Foresight procedures for analysing the impact on it of scientific and technological innovations, formulating and modernizing the mission of forecasting inclusive social capital, comprehensive specification of the regulatory sector, taking into account economic macro and mesoscenarios. At the same time, the proposed means increase the degree of scientific substantiation of the processes of regulation of enterprise development by implementing the analysis of alternative scenarios of intellectual capital growth of innovatively active ecosystems of microeconomic level, open the possibility of developing technological roadmaps for the implementation of targeted programs for long-term research, long-term research development of themes and programs for the implementation of applied social technologies at the request of stakeholders.
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Veres, Oleh, and Yana Levus. "Recommendation System for Planning Leisure in Quarantine Conditions." Vìsnik Nacìonalʹnogo unìversitetu "Lʹvìvsʹka polìtehnìka". Serìâ Ìnformacìjnì sistemi ta merežì 11 (June 15, 2022): 127–44. http://dx.doi.org/10.23939/sisn2022.11.127.
Full textAbstract:
The work is devoted to research on the problem of management and organization of free time during the period of forced stay at home by means of information technologies. The paper describes the problems during quarantine restrictions and how this affects the psycho- emotional health of the person. The need to adapt and modify the usual forms of leisure activity to the new format has been determined. The most famous modern information systems, providing entertainment services are narrow-purpose systems. They generate recommendations related to media services. Methods of providing recommendations have been studied. A tree of goals was built to solve the problem situation. Alternative means of implementation of the information system are considered. Using the method of the hierarchical analysis, the optimal system type of implementation of the proposed solution is chosen – the recommendation system. The algorithm of work of the recommendation system of free time during the period of forced stay at home is described. The mechanism of weight optimization in the weighted hybrid recommendation algorithm was used to provide recommendations. When a user's portrait is created, the method of the personality type indicator is used. Using the UML language tools, a conceptual system model has been designed. For realization of the prototype of a mobile application of the system language programming Java, JavaScript, frame react Native is chosen. To work with the database the MySQL database management system has been selected. An example of using the system as a mobile application is given. The main stages of interaction of the user with the recommended system of free time during the period of forced stay at home are described. The work of the recommendation system is aimed at mitigating the negative consequences on the psycho-emotional state of a person who is in the conditions of forced quarantine. The special feature of the recommendations of the developed prototype is to offer, in addition to passive activities, active actions that take into account the peculiarities of each user. Application of the system is not limited only to quarantine. The services of the system will be appropriate for people with disabilities, in the case of physical injury transfer or liquidation, which led to temporary immobility.