Dissertations / Theses on the topic 'Organizational intelligence management'

The construction industry is inherently multidisciplinary and has adopted many intellectual and technical business improvements from other industries in an effort to optimize productivity. In construction, management inactivity is the root cause of 30% of non-productive time. This has created an opportunity and need for standardized and structured repeatable procedures for new managerial strategies. A theoretical framework for Organizational Intelligence (OI), which encompasses the procedural ability of an organization to efficiently process, support, measure and reason through management issues, is proposed. The elements of organizational intelligence are divided into three types of intellectual capital: Human Capital, Organizational Capital, and Relational Capital. The performance of an organizational activity depends on the quality of these capitals that are available within an organization. An organization's Human Capital (HC) is the human resources within the organization that can be deployed to acquire and apply its knowledge to perform, respond, or control designated work with available organizational assets. Organizational Capital (OC) refers to the assets available to the organization to support the performance of organizational activities Relational Capital (RC), which combines human capital and organizational capital to perform, is needed specific organizational activities. In addition, the research uses human cognitive abilities as the basis of a fundamental structure from which to form new organizational cognitive abilities that are capable of presenting management processes as critical value creations. Organizational cognitive ability is suggested to define appropriate organizational resources in order to integrate and determine a rational selection of applicable technologies and improvements. This ability can develop knowledge with interconnected variables, namely intellectual capital, managerial process, and performance, all of which support organizational intelligence. From the theoretical framework for OI, a prototype (Intelligibility Learning Model), which determines the role of relationships in an organization's operation and use of resources, is formulated. A case based research then applies the prototype to a managerial process in the construction industry. The case research demonstrates that the Intelligibility Learning Model (ILM) could be use effectively by industry decision makers to improve performance of organizational activities. The identification and application of a theoretical framework constitutes the foundation of a new managerial theory, Organizational Intelligence Management. It thus provides a fundamental foundation that explains how the construction processes, knowledge, skills, and resources used for managerial activities function. This theory contributes and establishes a better understanding of management, from organizational resources through to final production.
Ph. D.

In many small to mid-size nonprofits, a large amount of knowledge and information is confined to local folders, hard copy formats or even specific people, making it inaccessible to those who could benefit from it. This informal practice causes duplication of efforts and prevents the organization from maintaining critical knowledge and learning from past experience. Partnering with The Center for Victims of Violence and Crime (CVVC), a Pittsburgh-based human services nonprofit organization, I applied human-centered design methods to identify their specific informal knowledge and information processes and structures. Using the research findings, I developed a sustainable and systematic knowledge management practice that also takes into account the constraints of funding and time, which many nonprofits face. To support this practice, I created a system with a hierarchical information architecture that is able to expand overtime to accommodate the growth of the organization and its programs. It enables clear organization, storage and retrieval of explicit knowledge documents as well as the related tacit knowledge, creating the necessary basis for sharing and collaboration. By simplifying and formalizing major administrative tasks, the system also streamlines organizational processes, allowing the staff to work more effectively. Implemented with Microsoft SharePoint 2010, the system creates a trustworthy environment that is necessary to facilitate organizational learning and maintain critical knowledge, leading to sustainability and innovation.

Thesis: M.B.A., Massachusetts Institute of Technology, Sloan School of Management, 2018.
Cataloged from PDF version of thesis.
Includes bibliographical references.
In the years following September 11th, the United States Intelligence Community has sought to understand the causes of intelligence failure that allowed such an attack to be carried out. The proposed causes of intelligence failure are myriad - from breakdowns in analytic independence, to a failure to appropriately prioritize threats. Understanding the causes of failure is critical to improving the process by which the Intelligence Community anticipates and responds to harmful actors. This paper reviews the extant literature on intelligence failure, and examines the the challenges most prioritized by the Intelligence Community, as reflected through the 2015 reorganization of the Central Intelligence Agency. The study breaks down the strategic and environmental perspective that is reflected in the new organizational structure at the Agency, and seeks to highlight the strengths and weaknesses of the new structure. Finally, the study closes by introducing three analytic techniques that have been employed in limited use by the Intelligence Community, but hold promise for improving anticipatory analysis and preventing intelligence failure.
by Tarit Rao-Chakravorti.
M.B.A.

Corporate scandals have disrupted the trust and confidence in leaders over the last two decades. Researchers have not addressed the spiritual intelligence of leaders and the role it might play in influencing organizational trust. The purpose of this qualitative phenomenological study was to explore the role of spiritual intelligence in leader influence on organizational trust. The research question addressed the role of spiritual intelligence in leader influence on organizational trust within a global insurance company. The conceptual framework was based on intelligence theory, leadership theory, spiritual intelligence theory, trust theory, and servant leadership philosophy. Data were collected using semistructured interviews with a purposive sample of 16 employees from a global insurance company. Participant selection included senior leaders in the organization or employees who reported to one of those senior leaders. Data were coded, analyzed, and interpreted manually to identify 5 themes using the methodological framework of reflective lifeworld research: emotional intelligence, servant leadership, integrity, trustworthiness, and moral compass. Findings showed that spiritual intelligence plays a critical role in leaders' capacity to make good decisions, build relationships, and provide a sense of empowerment. Senior leaders who leverage their spiritual intelligence may create an organizational culture of trust and empowerment, and may become role models for others to follow.

Thesis (MBA)--Stellenbosch University, 2006.
ENGLISH ABSTRACT: Making sense of the competitive environment has become an essential condition for organisational survival and growth. The nature of the competitive environment has evolved to a state that all companies in an industry have more or less the same access to information. It is the companies that translate that information into actionable intelligence that will have the best chance of a competitive advantage. However, few organisations have the resources to study every aspect of the competitive environment. Prioritisation is required to ensure that only those aspects of the competitive environment that will really contribute to the performance of a company are studied. Translating information into intelligence requires both a process and a focus. This study was used to derive a conceptual competitive intelligence process model to guide the operations of Old Mutual’s Competitive Intelligence (CI) function. The conceptual model presented is based on a literature study and details the required steps in translating available information into actionable intelligence. The literature study firstly defines the concept of competitive intelligence. Secondly, it describes the conceptual model. Finally, the literature study describes in more detail the first phase of the intelligence process, i.e. the identification of intelligence needs of the organisation, and the translation of those needs into topics that can be prioritised and operationalised for collection and analysis by the CI function. This process is referred to as the Key Intelligence Topics (KITs) process. The identification of needs was done by means of an empirical study and entailed personal interviews with members of the senior management team of Old Mutual. The most significant need identified in the interviews is for forward-looking analysis of industry trends and competitor strategies. The products of these analyses should suggest potential actions to the recipients or users. The interviews and business documentation on strategic and tactical initiatives were used to determine the key intelligence needs of Old Mutual. The process and framework of interpreting the intelligence needs into prioritised KITs is described in Chapter 4. However, on Old Mutual’s request, specifics pertaining to strategic initiatives and intelligence requirements derived from the empirical study have not been documented in this study.
AFRIKAANSE OPSOMMING: Om sin te maak van die mededingende omgewing het ‘n noodsaaklike voorwaarde vir ‘n maatskappy se oorlewing en groei geword. Die aard van die mededingende omgewing het ontwikkel tot ‘n vlak waar al die maatskappye in ‘n industrie merendeels toegang tot dieselfde inligting het. Dit is slegs dié maatskappye wat beskikbare informasie kan omskakel in bruikbare intelligensie wat die beste kans op ‘n mededingende voordeel sal hê. Nogtans, weinig maatskappye het die beskikbare hulpbronne om elke aspek van die mededingende omgewing te kan bestudeer. Prioritisering word dus benodig om te verseker dat slegs die aspekte van die mededingende omgewing wat werklik ‘n bydrae sal lewer tot die welslae van die maatskappy, bestudeer sal word. Omskakeling van informasie na intelligensie benodig beide ‘n proses en ‘n fokus. Hierdie studie dien om ‘n konseptuele prosesmodel van mededingende intelligensie af te lei vir die gebruik in die Mededingende Intelligensie (MI) afdeling van Ou Mutual. Die voorgestelde model is gebaseer op ‘n literatuurstudie en beskryf die nodige stappe om beskikbare informasie om te skakel in bruikbare intelligensie. Eerstens beskryf die literatuurstudie die konsep van mededingende intelligensie. Tweedens beskryf dit die konseptuele prosesmodel. Laastens beskryf die literatuurstudie die eerste fase van die intelligensieproses in meer besonderhede, d.i. die identifisering van intelligensiebehoeftes van die maatskappy en die verwerking van daardie behoeftes tot onderwerpe wat geprioritiseer en in werking gestel kan word vir insameling en ontleding van informasie deur die MI afdeling. Dié omskakelingsproses is bekend as die “Key Intelligence Topics (KITs)”-proses. Die identifisering van behoeftes is deur middel van ‘n empiriese studie verkry, en behels die voer van persoonlike onderhoude met lede van die senior bestuurspan van Ou Mutual. Gedurende die onderhoude was die behoefte aan toekomsgerigte ontledings van industrieneigings en mededingerstrategieë geïdentifiseer as die grootste huidige tekorte. Voorts moet die ontledings voorgestelde optredes aan die ontvangers van die intelligensie bied. Die onderhoude, tesame met strategiese en taktiese dokumentasie, is gebruik om die sleutel intelligensiebehoeftes van Ou Mutual te bepaal. Die proses en raamwerk om die intelligensie behoeftes te vertolk in geprioritiseerde KITs word beskryf in Hoofstuk 4. Op versoek van Ou Mutual is spesifieke inligting soos deur die empiriese studie afgelei en met betrekking tot Ou Mutual se strategieë en intelligensiebehoeftes nie weergegee in hierdie studie nie.

Today, data is increasingly gathered from end users via products and services. Business Intelligence (BI) tools may be utilized for analysis of the collected data to improve decision making process in a firm. This thesis focuses on the role of BI tools for internationalization and organizational learning. Particularly, usage of analytics tools in the mobile domain is concentrated on. A multiple case study was conducted in collaboration with four Finnish companies. All the studied firms aim at internationalization, and have utilized mobile analytics tools in their business operations. The results indicate that BI/mobile analytics tools may facilitate organizational learning in many ways. Further, organizational learning may be part of the internationalization process of the firm. Based on the results, a model was developed and proposed, which integrates usage of BI tools with internationalization, and organizational learning theories. The model may be considered as a starting point for further theoretical development in the future. The main managerial implication of the study is to understand the significant role of BI/mobile analytics tools in organizational learning, when aiming at internationalization in the context of mobile application business.

Business intelligence (BI) systems comprise one of the largest and fastest growing areas of IT expenditure in companies today. Companies’ experiences with deriving benefits from these systems are still mixed. One of the differences between BI and other types of information systems is that how BI systems are used, not just whether they are used, can have a major impact on the benefits derived. Therefore the characteristics of BI users and the organizations within which they work can have a disproportionate impact on the benefits derived from investments in BI. Organizational competence is one way to evaluate the characteristics of individuals and organizations relative to their ability to achieve organizational goals. This dissertation examines the characteristics of BI users and their organizations within the framework of organizational competences. Models representing those competences at both the individual and organizational level are presented. A combined competency model and resulting emerging competences are proposed that, if adopted, can improve the likelihood of organizations realizing benefits from their BI investments.

The success rate of information technology projects is on a downward trend, with reported losses in the billions of dollars. Recent studies indicate a 50–56% project success rate based on quality, budget, and on-time criteria. Building upon the conceptual framework of the emotional intelligence and knowledge management theories, the purpose of this phenomenological study was to explore how project management practitioners apply self- and cultural-awareness competencies to affect project outcomes. Using a purposeful sampling method, 24 experienced U.S.-based project management practitioners participated in a web-based questionnaire. Following Giorgi’s data reduction process resulted in numeric data coding. Thematic analysis revealed themes of (a) awareness and redirection of negative emotions, (b) cultural intelligence, and (c) balanced diverse teamwork. The findings from this research study support increasing awareness, training, and application of emotional and cultural intelligence competencies within the multidimensional knowledge-centric global business environment. Increased awareness and ability to use emotional and cultural competencies can lead to enhanced business outcomes. Improved people-based business practices may increase the economic stability for the organization, employees, and specifically the project management practitioner as a knowledge manager. Implications of social change from this study include increasing success of knowledge-based information technology solutions, expanding employment opportunities, and supporting socially-responsible integrated change.

The purpose of this dissertation is to investigate the organizational factors that contribute to effective emerging information technology intelligence processes and products. Emerging information technology is defined as a technology which is little commercialized and is currently adopted by not more than twenty percent of the companies within a given industry. By definition, information technology intelligence is a subdivision of competitive intelligence and business intelligence. I discovered evidence that the information technology intelligence process includes assessment of information technology intelligence needs of consumers, collection of data from internal and external sources, analysis of the collected data and distribution of the analyzed data to the consumers. Exploratory factor analysis confirmed the existence of all the variables in the proposed research model. I found empirical evidence that the final technology intelligence product contributes to better decisions made by consumers, their better environmental scanning, and more funding to information technology departments in organizations from different industries and of different sizes.

Intercultural interaction is an aspect of effective organizational leadership in the post-modern multicultural operating environment. Consequently, organizations seeking to optimize operating results must have personnel capable of engaging in successful intercultural interactions (Earley & Ang, 2003). This qualitative correlational research study explores the relationship between the capability for intercultural interaction, as represented by cultural intelligence and effective organizational leadership, as defined by transformational leadership style, in global organizational leaders. The research study also identified the factor(s) of cultural intelligence that influence transformational leadership style. The study population consisted of indigenous Indian organizational leaders who engage in intercultural interaction in conjunction with their employment at a global organization with operations located in India. Research subjects who participated in the investigation completed the Cultural Intelligence Scale (CQS) and the Multifactor Leadership Questionnaire version 5 (MLQ 5X). Data descriptions, correlational tests, and standard regression analysis methods established a significant positive association between the two variables that individually contribute to organizational success. Specifically, the cognitive and motivational components of cultural intelligence were demonstrated to have a significant positive association with transformational leadership style. The findings of this research study indicate that the relationship demonstrated between cultural intelligence and transformational leadership style among individuals linked through academic institutions extends into the commercial business environment.

Emotional intelligence, which involves competencies that can help leaders deal more effectively with organizational members and foster a healthy organizational climate, has become increasingly more popular and debated in recent years. The purpose of this quantitative, correlational study was to determine whether a relationship existed between a leader's self-perceived level of emotional intelligence and the overall organizational climate, as perceived by organizational members in a nonprofit setting. The research question focused on whether a leader's level of emotional intelligence correlated with a healthy organizational climate. The Emotional Intelligence Quotient Inventory (EQ-I) was administered to 29 leaders from various nonprofit organizations from the United States and the Palestinian territories. The Organizational Climate Questionnaire (OCQ) was administered to 96 organizational members to determine organizational climate. Data obtained from the aforementioned instruments were analyzed using Pearson correlations and multiple regressions. The study revealed no significant relationship between the emotional intelligence of leaders and organizational climate as perceived by organizational members. The results of the study indicate that individuals working in nonprofit organizations are perhaps influenced and/or motivated differently than individuals working in for-profit organizations.

Keywords: emotional intelligence; organizational climate

The purpose of this quantitative descriptive correlational research study using the Emotional Competence Inventory (ECI) survey instrument was to examine to what extent a relationship exists between a project leader’s emotional intelligence (EI) and project success (Hay Group, McClelland Center for Research and Innovation & Wolff, 2006). Literature reviewed found a gap existed regarding relationships between emotional intelligence of a project leader and project success. The survey sample consisted of project managers, project leaders, or other project management designation. The survey sample contained 60 respondents self-identified within the project management profession and others providing multi-rater reviews of survey participants. The study, using the ECI, Spearman’s correlation, chi-square statistical analysis, and other descriptive statistics was to examine relationships between the independent and dependent variables. Results suggested no correlation between emotional intelligence of project leaders and project success but do suggest emotional intelligence is a factor to consider within project leadership.

Leadership is an important aspect of individual and organizational success. In short, leadership matters, however, the organizational environment encountered by leaders is undergoing dynamic changes. New leaders will require skills that allow them to deal with the issues of increased diversity, heterogeneous work teams, high levels of ambiguity, and the need for more personalized approaches. The skills that modern leaders require may be exactly those related to emotional intelligence (EI). The purpose of this quantitative non-experimental, research study was to examine the relationship between the EI and leadership practices in a sample of 302 organizational leaders. The independent variable is EI while the dependent variable is leadership practices as defined by Kouzes and Posner. Pearson correlation analysis and multiple regression analysis are conducted to address the research questions and hypotheses. This study provides support for the existence of a relationship between a leader’s ability to understand and manage emotions and the leader’s ability to engage in effective leadership practices. This relationship exists after controlling for the effect of the leader’s age, gender, personality, and years of leadership experience.

The purpose of this qualitative descriptive study was to explore the perceptions of the NPO leaders about the value of EI (Emotional Intelligence) on leadership strategies in the City of Richmond, Virginia. The research problem was the perceptions of the NPO leaders about the value of EI on leadership strategies in Richmond Virginia was unknown. The need to examine the NPO leaders’ perceptions about EI stemmed from the paradigm shift from cognitive intelligence to EI. Fourteen participants were selected using Seidman’s three phase interviews. The study population was the faith-based and non-faith-based leaders in the US with samples drawn from NPO leaders in the City of Richmond, Virginia. The 14 participants were engaged in in-depth interviews (Seidman’s Phase Two), and the data were analyzed using the NVivo10. The analyzed data resulted in the emergence of five themes. (a) NPO leaders’ perceptions about the term EI. (b) The leadership atmosphere of organizations in the 21 ^st century is sensitive and volatile. (c) The NPO leaders practice short walking away from the place of stress as a coping strategy. (d) The NPO leaders practice self-control with team members to manage conflict and (e) The NPO leaders practice respect for team members for team harmony. The study findings indicated 29% of the participants demonstrated conceptual EI perceptions, while 64% showed practical EI awareness. The remaining 7% expressed moderate or low perceptions of EI. The overall study findings indicated sound EI perceptions among the NPO leaders in Richmond, Virginia.

The health care industry is moving from a volume-based, fee-for-service financial reimbursement system to a value-based purchasing model. These changes have caused substantial challenges in the delivery of care. Hospital leaders must conduct business differently to lower cost, improve safety outcomes, and be more efficient and effective.

Numerous studies show engaged employees improve operational performance. Past studies point to leaders with high emotional intelligence who are effective at engaging employees. The purpose of this study was to determine if there is a statistically significant correlation between frontline managers and supervisors’ emotional intelligence and the degree of engagement of their direct reports.

The research questions were: (a) what is the level of employee engagement among those who participated in the study, (b) what is the level of emotional intelligence of the frontline managers and supervisors who participated in the study, and (c) using inferential statistics, is there a statistically significant correlation between emotional intelligence of frontline managers and supervisors and the employee engagement of their direct reports.

The study used non-experimental, quantitative analytics to test the hypothesis. A bivariate correlation procedure called Pearson’s Product-Moment Correlation was used to determine the potential relationship between the emotional intelligence of 24 frontline managers and supervisors and employee engagement of their direct reports, totaling 585 employees. Though a favorable, moderate correlation was found with a Pearson r of 0.39267 at a p value of 0.0577, the hypothesis was denied. The favorable correlated relationship found supports the growing scholarly work.

Future studies may provide greater understanding and value of the relationship between emotional intelligence and employee engagement. Additional recommendations were made to improve organizational performance through leadership development, recruitment, culture engineering, and ongoing assessment of managerial effectiveness.

Magister Library and Information Studies - MLIS
Universities face complex changes such as mergers; new competitors; socio-economic; political and technological changes. In order to survive and preserve competitive advantage, the university has to adapt to such changes. The University of the Western Cape has been through many changes since its establishment to its current status as a culturally diverse autonomous institution with a mission statement that reflects its ability to respond and adapt to change. Universities that can adapt to changes are considered to be intelligent. Intelligent universities adapt to changing and unpredictable environments by organizing all information resources; transforming information to knowledge; and using this knowledge to enhance performance. Records are an information resource. They contain evidence of business activities of an organization, their management therefore is important. This study was undertaken to add knowledge and insight into records management in the intelligent university by investigating whether records management contributes to making the University of the Western Cape intelligent. Records management is a function within an organization, hence the researcher's choice of the functionalist theory to frame this exploratory qualitative case study. Secondary sources, semi structured interviews; and electronic questionnaires were used to collect data from purposively selected participants. The data was imported and analysed on a qualitative data analysis software Atlas.ti7, version 7.5.10. The findings of the study showed that records management as a function was not used optimally by the university due to limited knowledge and awareness of its existence; as well as other services it offers. Records management therefore does not contribute to making the University of the Western Cape intelligent. Marketing, training, strategic placement of the records management function on the university organizational structure, integration with other components, implementation of electronic records management and a records management model for the intelligent university were recommended to address short-comings. This study adds more knowledge on records management in the intelligent university and brings to light the importance of the records management function; highlights how university records can be used for competitive advantage as well as decision-making; and aids in developing a records management model for an intelligent university. A large scale national study in other institutions of higher learning to provide a clearer picture of whether records management plays a role in making South African universities intelligent is recommended.

Researchers claim that to improve business and really make an impact on the market it is critical to develop organizational capabilities and create organizational learning. Business Intelligence (BI) has during the latest years gained lots of attention among organizations for being a tool that can help improve the business. However, even though organizational learning is critical at the same time as BI has become a main tool to improve the business the linkage between these two concepts has not been a topic for research. This thesis is taking an Organizational Behaviour Management (OBM) perspective when analyzing whether BI-tools create the right conditions for learning. A case study was made at Skanska Sverige AB where their three largest BI-tools were analyzed. The study was made in three steps; by an individual analysis of the tools, a questionnaire sent to all operational managers who uses the tools and by interviews with nine of these managers. The analysis of the tools indicated that the BI-tools at Skanska Sverige AB do not currently create the right conditions for learning. Few actions are taken because of the information in the tools.

Previous research has typically focused on singular attributes that impact a leader’s effectiveness. This study, instead, looks at whether emotional intelligence moderates the anticipated negative effect of distributed presence on engagement and influence, and ultimately, leader effectiveness. Buttressed by emotional intelligence, engagement, and influence theories, the research question focused on how emotional intelligence skills moderate the impact of a project manager’s distributed presence to render the leader effective. The study sample for this research came from voluntary participants who work for a U.S. government agency comprising leaders co-located with their teams and distributed presence leaders. Descriptive statistics showed that leaders with higher emotional intelligence (EI) were more engaging and influential than co-located leaders with high EI. Regression analyses indicated greatest significance between the dependent variables—engagement and influence—and the independent variables of distributed presence and emotional intelligence when using emotional intelligence branches and tasks for the EI variables. Data from this study showed distributed presence leaders with high emotional intelligence abilities effect engagement and influence positively. The work of this research advances insights into how emotional intelligence effects, positively, project leader engagement and influence when the project manager’s presence is distributed. The data rendered by this research was informative but only to a limited degree because results were not sufficiently expansive. Nonetheless, the application of this study applies to the practical world as distributed teams seems to be a more permanent part of the business landscape than temporary, and learning how to better work as a project manager with distributed presence is essential for both organizations and project managers.

Thesis (MBA)--Stellenbosch University, 2001.
ENGLISH ABSTRACT: Organizations are changing rapidly and within organizations, teamwork is increasing and interpersonal relationships are becoming more important. The role of leaders is also changing and emotional and interpersonal competencies are becoming the skills needed for leaders to fulfill the demands of the current workplace. Emotional intelligence is one of the few remaining areas in an organization that can be developed to make a significant impact on the bottom line. In this work, the concept of emotional intelligence as defined in the literature is explored. There is also an overview of the vast body of literature available on leadership, and what is very clear, is the sparse research available on the role that emotional competence plays as being an essential tool in the kit of the effective leader. The question about the impact that emotional intelligence and competence can have on the enhancement and development of leadership and organizational processes is then explored. The conclusion drawn is that emotional intelligence will in actual fact enhance leadership and interpersonal skills which will enable a leader to build an emotionally enhanced organization. Suggestions for future research is that empirical research is indicated to explore the assumptions made and conclusions drawn based on this literature review regarding the role that emotional intelligence plays in leadership development and effectiveness.
AFRIKAANSE OPSOMMING: Organisasies gaan huidiglik deur snelle verandering. Spanwerk is besig om toe te neem en interpersoonlike verhoudings raak meer en meer belangrik binne organisasies. Die rol van leiers is ook besig om te verander en emosionele en interpersoonlike vaardighede raak toenemend die vaardighede wat deur leiers benodig word om aan die eise van die huidige werkplek te voldoen. Emosionele intelligensie is een van die min areas wat oorbly binne organisasies wat nog ontgin en ontwikkel kan word ten einde 'n beduidende impak te maak op winsgewendheid. Die konsep van emosionele intelligensie soos gedefinieer in die literatuur, is in die werk ekploreer. 'n Oorsig van die magdom literatuur beskikbaar oor leierskap is ook gedoen. Wat duidelik blyk uit die literatuur oorsig, is die geringe literatuur beskikbaar oor die rol wat emosionele vaardighede speel as een van essensiële vaardighede van leierskap. Die vraag oor die impak van emosionele intelligensie en vaardighede op leierskap en die mate waartoe dit leierskap en die effek daarvan op organisatoriese prosesse kan verbeter, is ondersoek. Die gevolgtrekking waartoe gekom is, is dat emosionele intelligensie inderdaad leierskap en interpersoonlike vaardighede sal verbeter wat die leier sal toerus om 'n emosioneel gevorderde organisasie te bou. Voorstelle vir toekomstige navorsing is om empiriese navorsing te doen ten einde die aannames gemaak en gevolgtrekkings waartoe gekom is in hierdie literatuuroorsig ten opsigte van die rol wat emosionele intelligensie speel by leierskapsontwikkeling en - effektiwiteit te toets.

The success rate of information technology projects is on a downward trend, with reported losses in the billions of dollars. Recent studies indicate a 50--56% project success rate based on quality, budget, and on-time criteria. Building upon the conceptual framework of the emotional intelligence and knowledge management theories, the purpose of this phenomenological study was to explore how project management practitioners apply self- and cultural-awareness competencies to affect project outcomes. Using a purposeful sampling method, 24 experienced U.S.-based project management practitioners participated in a web-based questionnaire. Following Giorgi's data reduction process resulted in numeric data coding. Thematic analysis revealed themes of (a) awareness and redirection of negative emotions, (b) cultural intelligence, and (c) balanced diverse teamwork. The findings from this research study support increasing awareness, training, and application of emotional and cultural intelligence competencies within the multidimensional knowledge-centric global business environment. Increased awareness and ability to use emotional and cultural competencies can lead to enhanced business outcomes. Improved people-based business practices may increase the economic stability for the organization, employees, and specifically the project management practitioner as a knowledge manager. Implications of social change from this study include increasing success of knowledge-based information technology solutions, expanding employment opportunities, and supporting socially-responsible integrated change.

As society and business is becoming more complex, the creation and management of knowledge attracts more attention. For intelligence research it offers an alternative perspective on the art and science of intelligence that challenges a previous dominance of strategy and decision-making theories. The article is based on semi-structured interviews with intelligence personnel in four different multinational companies. Through the use of Burke’s pentad this article gives an account of important challenges encountered by intelligence personnel in modern business organizations due to an increasing dependence on different knowledge processes. These challenges are summarized in four central tasks for knowledge activists; that is to initiate and focus knowledge creation, to reduce the time and cost needed for knowledge creation, to leverage knowledge creation initiatives throughout the corporation and to guide knowledge creation by the instigation of complementary reference points. By engaging in these types of activities intelligence workers are able to stage and influence different sorts of analytical conversations, where the insights from these conversations as reformed knowledge govern an evolving strategy in dispersed circumstances. Thus, intelligence workers fulfil their purpose, which in this perspective can be viewed as creating better business in whatever process they engage in.

Thesis (MBA)--Stellenbosch University, 2003.
ENGLISH ABSTRACT: Change is unavoidable for organisations seeking corporate survival and success due to macroeconomic forces. These forces are placing increased pressure on organisations to improve internal performance. Technical and functional skills are important for the change leader to establish credibility, but at the centre of the change process are the people. In the changing workplace environment the fundamental key to successful change lies with astute leadership. There is no ideal type of leader for transformation. The leadership style will depend on the nature of the organisation and the phase it currently finds itself. Leadership style alone will not ensure success. Emotional intelligence competencies play a significant role in change leadership. The importance of emotional competence is not limited to the change leader. The competencies extend from individual to team and organisational level during change. Therefore the development of the emotional competency of the entire organisation can promote a successful change program.
AFRIKAANSE OPSOMMING: Verandering is onvermydelik om korporatiewe oorlewing en sukses te verseker a.g.v. makro-ekonomiese kragte. Die kragte plaas konstante druk op organisasies om inter-huis prestasies te bereik. Die belangrikste aspek van verandering, is die mens self. Om kredietwaardigheid, tegniese en funksionele wyshede ter verseker, is egter uiters noodsaaklik vir die veranderingsleier. Selfversekerde leierskap is die fundamentele bousteen vir suksesvolle verandering in die hedendaagse werksatmosfeer. Daar is egter geen ideale tipe leier om suksesvolle transformasie te verseker. Die samestelling van die moderne organisasie vereis die regte tipe leierskapstyl om verandering suksesvol te implementeer. Leierskap alleen is egter onvoldoende om sukses te verseker. Emosionele intelligensie speel 'n belangrike rol in veranderingsleierskap. Gedurende verandering, strek doeltreffendhede vanaf die individu tot die werkspan, asook op die organisasievlak. Die ontwikkeling van emosionele doetreffendhede van die organisasie as 'n geheel, is noodsaaklik om 'n suksesvolle program van verandering te implementeer.

Globalization is resulting in increasingly culturally diverse work environments, and prompting the examination of the multicultural leader. This quantitative study explored the relationship of the cultural intelligence (CQ) of the leader and the helping and voice organizational citizenship behaviors (OCB) in a multicultural work group. The cultural intelligence of the leader as well as the organizational citizenship behaviors, particularly helping and voice behaviors amongst peers, of the multicultural work group were assessed to determine if a statistically significant relationship exists. A statistically significant relationship was found between leader metacognitive CQ and helping and voice OCB in a multicultural work group, as well as between leader behavioral CQ and helping and voice OCB in a multicultural work group.

Middle managers in the 21st century are asked to adopt a new paradigm aimed at leveraging interpersonal relationships. These skills, generally labeled soft skills, include intrapersonal and interpersonal abilities. Most senior leaders recognize the need for soft skills but many continue to devalue them. Women often are perceived as having stronger soft skills than men, and may be penalized because of that perception. Transformational leadership provides the theoretical foundation for the study. The construct of emotional intelligence (EI) encompasses soft skills. There are disagreements about EI as a separate construct and if EI measures leadership. The purpose of the quantitative, correlational study was to examine the relationship between EI and leadership among black and white female middle managers. Seventy black women and 68 white women completed a 14-question demographic survey and the EQ-i and LPI assessments. The study data indicated statistically significant results that EI relates to and predicts leadership. The research also found that black and white women had average EI scores. Black women in the sample were younger and had comparable EI to the white women in the sample. Results suggest that EI training can enhance the soft leadership skills needed by black and with female middle managers in organizations today.

For global companies to continue to grow, members must work and/or lead virtually. The purpose of my research was based on a two-dimensional model for measuring successful projects among virtual team members: effective communication and cultural intelligence (CQ) for team members working in a global pharmaceutical company. The main focus was on project management team members who work on global virtual teams and their team managers who lead global virtual teams. Currently, there is very limited empirical research that focuses on the relationship between cultural intelligence, effective communication within virtual teams, and successful projects. The researcher used triangulation mixed methods to explore the interrelationship among all three elements. It was hypothesized that all three elements are interrelated. Surveys on all three elements were used to assess both global leaders and project management team members who manage and lead projects virtually, working in collaboration with their global counterparts. Based on both the quantitative and qualitative results of the data, as well as the result of this interrelationship, further training on openness and global identity, adjustment to the current strategy, and education of all project management team members could then be recommended. If no difference in the collaboration level is found based on a high level of CQ, then additional opportunities for CQ would be recommended to the organization leadership.

To counter threats to national security within an increasingly complex and unstable global arena, the Intelligence Community (IC) requires a highly skilled workforce with diversity at all organizational levels. African American women, a historically marginalized group within the IC, are underrepresented in the senior grades (senior executive, GS-15 and GS-14), which suggests inadequacies in creating and sustaining inclusive environments that provide opportunities for advancement to historically underrepresented populations. Given that the experience of inclusion of African American women civilian employees within the IC is unexplored in the literature, this basic qualitative study, informed by the theory of intersectionality (Crenshaw, 1991), a conceptual framework of inclusion (Jansen et al., 2014), and a model of inclusive organizations (Shore et al., 2018), explored how African American women civilian employees at a national intelligence agency describe the phenomenon and the experience of inclusion, and the meaning the participants assigned to inclusion in connection to their perception of opportunities for professional development. The nine African American women who participated in this study described inclusion as a multi-dimensional construct including a sense of belonging, the opportunity to participate, and being valued as a contributor. The participants explained that having opportunities for development was integral to the experience of inclusion, and that they experienced inclusion when supervisors supported their participation in opportunities for development. However, experiences of “not inclusion,” as opposed to inclusion, were predominant in the participants’ narratives. Stereotype threat emerged as playing a negative role in the experience of inclusion, suggesting an area for further research and indicating the need for organizational interventions to disrupt organizational cues of stereotypes. The participants’ perceptions of organizational change and their observations of senior leaders informed their views of the organization’s commitment to inclusion. The findings point to organizational initiatives to improve inclusion, such as enabling employees to inform themselves about and self-select for development opportunities and establishing and holding supervisors accountable for adhering to standards of inclusive leader behaviors.

U.S.-based financial institutions have experienced significant failure rates since the mid-1980s. The problem within the U.S.-based banking industry is that the focus of leadership development has been primarily on cognitive abilities, whereas interpersonal skills, such as emotional intelligence, have been neglected. Research has focused on U.S. bank failures from a risk mitigation, economic, or legislative perspective, creating a gap in research on leadership behavior. The purpose of this correlation study was to determine whether a significant relationship exists between emotional intelligence and servant leadership among leaders in the U.S. small business banking industry. The theoretical framework compared intelligence types to leadership styles to explain leadership behavior. A convenience sample of leaders within the Qualtrics database of small business-bankers was surveyed from a composite survey for levels of servant leadership and emotional intelligence simultaneously. Pearson's correlation coefficient was performed to test the hypothesis. A statistically significant relationship was found between servant leadership and emotional intelligence. Social change implications of this study include improving employee engagement and retention, along with stakeholder engagement through the identification of leaders high in servant leadership style and emotional intelligence. Positive economic, social, and environmental benefits could be gained through improved organizational performance of U.S.-based banks by improving the selection and development of leaders in small business lending willing to embrace a stakeholder management theory.

The present study – employing psychometric meta-analysis of 92 independent studies with sample sizes ranging from 26 to 322 leaders – examined the relationship between EI and leadership effectiveness. Overall, the results supported a linkage between leader EI and effectiveness that was moderate in nature (ρ = .25). In addition, the positive manifold of the effect sizes presented in this study, ranging from .10 to .44, indicate that emotional intelligence has meaningful relations with myriad leadership outcomes including effectiveness, transformational leadership, LMX, follower job satisfaction, and others. Furthermore, this paper examined potential process mechanisms that may account for the EI-leadership effectiveness relationship and showed that both transformational leadership and LMX partially mediate this relationship. However, while the predictive validities of EI were moderate in nature, path analysis and hierarchical regression suggests that EI contributes less than or equal to 1% of explained variance in leadership effectiveness once personality and intelligence are accounted for.

Allt fler organisationer börjar se nyttan med Business Intelligence och varför det bör implementeras i sin verksamhet. Genom att använda sig av beslutsstödsystem kan organisationer samla ihop och bearbeta affärs-data och på så sätt få ut mer av sin verksamhet. Idag räcker det inte längre att ha tillgång till endast företagsinformationen inom verksamheten utan det behövs också kunna utnyttja realtids datan genom de mobila enheterna, detta genom Mobile Business Intelligence. Det handlar om en mobil variant av den traditionella business Intelligence (BI).  Med tanke på den mobila användningen ökade tillgängligheten samt prestandan i mobila enheter, så finns det stora möjligheter för Mobile BI ute i verksamheterna. Mobile BI som vilket nytt system som helst kommer även en viss problematik, kritiska framgångsfaktorer har analyserats och utvärderats. Inom dimensionen organisationsstöd identifierades två framgångsfaktorer som kunde styrkas vid namn managementsupport och skickligheter & kunskaper. Utöver dessa kunde även ytterligare två framgångsfaktorer styrkas som kritiska, nämligen datasäkerhet och användbarheten genom den begränsade skärm-ytan. Med denna studie ska det underlätta och göra det enklare för verksamheter att implementera Mobile BI i sin verksamhet. Studien tar upp viktiga framgångsfaktorer vid en implementation av Mobile BI och vad organisationer bör ha i åtanke.
More and more organizations are beginning to see the benefits of Business Intelligence and why it should be implemented into their business. By using decision support systems, organizations can merge and process business data and thus get more out of their business. Today, access to business information within the business is no longer sufficient, but it also needs to be able to use real-time data through the mobile devices. This through Mobile Business Intelligence, which is about a mobile variant of the traditional business intelligence (BI). Given the current mobile usage and how it has increased accessibility and mobile device performance, there are great opportunities for Mobile BI in the business. Mobile BI as any new system will also come with a certain problematic and critical success factors have been analyzed and evaluated. Within the organizational support dimension, two success factors were identified that was confirmed critical by name management support and knowledge and skills. In addition to these, another two success factors could be proved critical, named data security and usability through the limited screen area. With this study, it will facilitate and make it easier for businesses to implement Mobile BI in their operations. The study addresses key success factors in implementing Mobile BI and what organizations should keep in mind.

The purpose of this work was to evaluate the relationship between emotional and social intelligence (ESI) and the conflict management behavior (CMB) of lower level members of management or managers in training in a public sector organization in a country in the British Caribbean. The instruments that were utilized were SPSS, the Emotional Intelligence Appraisal-Me Version, and the Conflict Dynamic Profile-Individual (CDP-I). In all cases, due to non-normality, Spearman's rho was used in order to test the five hypotheses incorporated within this study. The Spearman rho, which is also known as the Pearson correlation coefficient between ranked variables, is a nonparametric measure of statistical dependence between variables, which assesses how well the relationship between the independent variable of ESI and the dependent variable of CMB, can be described through the employment of a monotonic function. The results of this research highlighted the influence that the emotional & social intelligence of a leader may have on his or her ability to manage interpersonal conflict between subordinates effectively, and to display personalized deliberations that move toward the reduction of workplace conflict.

As more people gravitated to the city, urban areas in the United States became increasingly diverse, yet the Church missed the opportunity to reach these multicultural cities. Though there were efforts at designing a core curriculum for cultural adaptability training, there was a lack of data supporting its effectiveness.

Much of the Church’s response to the urbanization focused on cross-culturalism with the view of urban communities as mission fields. Literature revealed that cultural adaptability and cultural intelligence were needed skill sets for the workplace. Faith organizations that routinely worked among cross-cultural populations needed to ensure that their staff received proper training in cultural skills before leaving for the field.

This research centered on a small study of urban missionary candidates from World Impact. The quantitative approach followed a methodology that was exploratory, rather than hypothesis, driven. The design used a survey tool called the Cross Cultural Adaptability Inventory. The tool utilized a Likert scale and rating scale questions, as opposed to open or closed question surveys.

In determining acceptable levels of cultural adaptability in missionary candidates, this study found evidence of notable increases in adaptability as a result of training. Additionally, cultural adaptability in relation to demographics was validated. However, the linear combination of demographics predicting cultural adaptability was not found.

Literature supported the lack of consensus on the direction of cultural adaptability studies. The expectation of this study was that organizations would take a deeper look at how they were conducting cultural adaptability training. The data gathered from this research project led to the recommendation for continued study on the individual components of cultural adaptability, including additional occupations and pretesting as a best practice prior to post-testing.

Thesis (MBA)--Stellenbosch University, 2004.
ENGLISH ABSTRACT: For years academic institutions regarded IQ as the be-all and end-all, leaving many people with lower IQ scores in a state of serious self-doubt. People are slowly starting to admit that there is more to life than straight A's at school. Management gurus sensed that IQ on its own is no guarantee for personal or business success. According to research conducted by Daniel Goleman, author of Working with Emotional Intelligence, emotional intelligence is twice as important as any other factor in predicting outstanding employee performance, accounting for more than 85% of star performance in top leaders. Emotional intelligence has a major impact on organisational performance, doubling and even tripling productivity, and greatly improving bottom-line results. The power of emotional intelligence has been underestimated in the business world. At the root of day-to-day organisational problems such as low productivity, absenteeism, staff turnover, company politics, strikes and stay-aways, there is an inability to optimise our emotional energy and that of our employees. At the root of problems such as drug abuse, alcoholism, workaholism, yuppie flu, divorce and teenage pregnancies, we find exactly the same cause. Emotional intelligence involves the ability to monitor your own and others' emotions, to discriminate between them, and to then be able to use this information to guide your thinking and your actions. Success in life is a result of how well you manage yourself, handle your relationships, and work with others. The mastery of being in control of yourself, your emotions and your interactions with others influences your ability to lead and be seen as a leader. Emotional intelligence by any definition is really a combination of cognitive and emotional abilities. The essence of emotional intelligence is the integration of the emotional centres of the brain (the limbic system) and the cognitive centres (prefrontal cortex). Interactive situations at school, in the community, on the sports field, in work teams, in our social lives and in superior-subordinate relations, all provide opportunities for personal and interpersonal growth. Fortunately scientists now consider emotional intelligence a learnable intelligence, one that can be developed and improved at any time and any age through assessment, training and coaching. Emotions are an integral part of organisational life. We demand competence from leaders and expect them to demonstrate virtually every known attribute of leadership characteristics, including honesty, energy, trust, integrity, intuition, imagination, resilience, purpose, commitment, influence, motivation, sensitivity, empathy, humour, courage, conscience and humility. We expect them to impart these attributes to others. Leadership goes beyond effective management to innovation and change. It means developing a vision, turning the vision into workable programmes in a manner that generates excitement and commitment, creating an environment for problem-solving and learning and making sure that everyone persists until the programme accomplishes what it intended. Managers who are leaders continuously pursue incremental change. The time has come to concentrate on building emotional muscle and developing active emotional awareness, both in ourselves and in others. Companies who hope to survive and prosper in the future, need to invest now in the development of the emotional intelligence of their people.
AFRIKAANSE OPSOMMING: Ouers, akademici en bestuurders het jare lank die standpunt gehuldig dat 'n hoë IK outomaties hoë akademiese prestasie tot gevolg het en werksekuriteit waarborg. Verskeie akademici soos Daniel Goleman, Richard Boyatzis, Reuven Bar-On en John Mayer het relatief onlangs die standpunt ondersteun dat 'n hoë IK alleen nie voldoende is om 'n persoon te laat uitblink op akademiese gebied of in sy werkplek of gesinslewe nie. Volgens navorsing wat gedoen is deur Daniel Goleman, outeur van die baanbrekersboek "Working with Emotional Intelligence", is emosionele intelligensie twee keer belangriker as enige ander faktor wat uitstaande werkprestasie voorspel en verantwoordelik vir meer as 85% van uitmuntende werkprestasie van die korps van uitvoerende leiers van enige organisasie. Emosionele intelligensie speel 'n deurslaggewende rol om organisasiesukses te verseker en om produktiwiteit en winsmarges tweevoudig en selfs drievoudig te verhoog. Die invloed van emosionele intelligensie is onderskat in die besigheidsarena. Die oorsprong van dag-tot-dag organisasieprobleme soos verlaagde produktiwiteit, afwesigheid, personeelomset, maatskappypolitiek, stakings en uitsluitings, is ons onvermoë, om ons eie en ons werknemers se emosionele energie te optimaliseer. Negatiewe sosiale gedrag soos dwelm- en alkoholmisbruik, werkspanning, jappiegriep, egskeidings, ongewenste swangerskappe, geweld en misdaad is die gevolg van 'n gebrek aan langdurige opleidingsprogramme in sosiale en emosionele bevoegdhede wat as deel van 'n skoolkurrikulum aangebied word. Emosionele intelligensie bestaan uit die vermoë om jou eie en 'n ander persoon se emosies te herken, daartussen te onderskei, en die inligting te gebruik om jou handelinge en dade te rig. Sukses in die lewe word bepaal deur hoe goed jy jouself en jou verhoudings kan bestuur en hoe goed jy met medewerknemers oor die weg kom. Die kuns om in beheer van jouself en jou emosies te wees tesame met jou interaksie met medewerknemers beïnvloed jou vermoë om te lei en geïdentifiseer te word as 'n leier. Emosionele intelligensie is volgens baie akademici 'n kombinasie van kognitiewe en emosionele vermoëns. Die kern van emosionele intelligensie is die integrasie van die emosionele sentrums van die brein (die limbiese sisteem) en die kognitiewe sentrums (prefrontale korteks). Navorsing oor neurowetenskap en emosionele intelligensie is betreklik nuut. Min akademici, skoolhoofde, bestuur en beleidmakers is bewus van die rol wat die verwantskap tussen senuweenetwerke in die brein en emosionele bevoegdhede speel om uitstaande werkprestasie en organisasiesukses te verseker. Alle interaktiewe situasies by die skool, in die gemeenskap, op die sportveld, in spanverband in die werkplek, op sosiale gebied en in bestuurder-ondergeskikteverhoudings, verskaf geleenthede vir persoonlike en interpersoonlike groei. Emosionele intelligensie word beskou as 'n intelligensie wat aangeleer kan word en wat ontwikkel en verbeter kan word met verloop van tyd en ouderdom deur evaluering, opleiding en afrigting. Emosies is 'n integrale deel van enige organisasie. Ons vereis bevoegdheid van die leiers van 'n organisasie en verwag van hulle om feitlik alle leierseienskappe te openbaar soos eerlikheid, energie, geloofwaardigheid, integriteit, intuïsie, verbeelding, herstelvermoë, doelgerigtheid, pligsbesef, invloed, motivering, sensitiwiteit, empatie, humor, moed, nougesetheid en nederigheid. Verder word daar van leiers verwag om hierdie leierseienskappe aan werknemers oor te dra. Leierskap is veel meer as bloot effektiewe bestuur en sluit die vermoë in om innoverend te dink en aan te pas by verandering. Leierskap beteken om 'n visie te ontwikkel, om die visie op so 'n wyse in uitvoerbare programme weer te gee dat dit entoesiasme en pligsgetrouheid genereer, om 'n omgewing te skep vir probleemoplossing en opleiding en om te verseker dat alle werknemers volhou totdat die programme voldoen aan hul doelwitte. Uitmuntende leiers is voortdurend besig om stelselmatige verandering na te jaag. Die tyd het aangebreek om emosionele intelligensie doelbewus uit te bou en om 'n aktiewe emosionele bewustheid in onsself en ander persone te ontwikkel. Organisasies wat in die toekoms wil oorleef en winsgewend wil wees, is verplig om in die emosionele intelligensie van hul personeel te belê.

Technologies such as Artificial Intelligence (AI) and Machine Learning (ML)are disrupting industries worldwide and are being categorized as drivers of a technological revolution. The economic impact is hypothesized to amount to hundreds of billions of US dollars in losses of wages, affecting governmental tax revenue streams consequentially. Firms that manage to leverage these technologies by developing sustained competitive advantage are ultimately the firms that will prosper. Competitive advantage stems from the dynamic capabilities, characterizing the organizational and managerial processes in place to withstand the effects of external environmental turbulence, as with the technological revolution galvanized by AI. This research aimed to analyze how a tele- & cloud-communication company manages to leverage AI to materialize competitive advantage. The research was conducted in two principal parts. First, by developing an ML model for language agnostic document retrieval (LaDPR) and evaluating the performance vs. Facebook’s Dense Passage Retrieval (DPR) model. The ML experiments show that the developed LaDPR model outperforms Facebook’s DPR model by over 2x on average, on multilingual document retrieval. This performance increase rises to over 4x when excluding English, which is the language that DPR was trained on. Secondly, interviews were conducted with key representatives to research how such technological advancements can be exploited in the organizational goal for competitive advantage. Specific vital capabilities such as automated decision-making, knowledge integration, and platform maturity are the three prominent organizational and managerial processes that advanced AI systems can undergird. The results pinpoint that the process of a high-technology department focused solely on developing such AI systems, packaging them with engineering competence to then transfer ownership internally in the organization, ultimately coalesce into hard-to-imitate dynamic capabilities, materializing competitive advantage.
Teknologier som Artificiell Intelligens (AI) och Maskininlärning (ML) splittrar industrier världen över, och kategoriseras som drivkrafter bakom en teknologisk revolution. Effekterna på ekonomin spekuleras uppnå hundratals miljarder USD, som påverkar staters skatteintäkter markant. Företag som lyckas begagna sådan teknologi genom att utveckla långvariga konkurrensfördelar är i slutändan de företag som kommer se framgång. Dessa fördelar härstammar från de dynamiska förmågorna i ett företag, och karakteriseras av organisationella och lednings-orienterade processer som används för att stå emot effekterna av utomstående fluktuationer i marknaden, exemplifierat av den teknologiska revolutionen driven av AI. Den bedrivna forskningen ämnade att analysera hur ett företag inom tele- och molnkommunikation begagnar AI för att materialisera konkurrensfördelar. Forskningen bedrevs i två primära delar. Först, genom att utveckla en ML modell för språkagnostisk dokumenthämtning (LaDPR), och utvärdera prestandan i jämförelse med Facebooks Dense Passage Retrieval (DPR) modell. ML experimenten visar att den utvecklade LaDPR modellen presterar i snitt 2x bättre än Facebooks DPR modell på flerspråkig dokument-hämtning. Prestandaförbättringarna stiger upp till 4x, ifall engelska exkluderas, vilket är det språk som DPR tränades på. Genom att föra intervjuer med nyckelpersoner undersöktes det hur sådana teknologiska framsteg exploateras i de organisationella målen för konkurrensfördelar. Specifika nyckelförmågor som automatiserat beslutsfattande, kunskapsintegrering och plattformmognad är tre huvudsakliga organisationella och ledningsorienterade processer som avancerade AI system kan underbinda. Resultaten visar att processen av en högteknologisk avdelning som fokuserar på utveckling av avancerade AI system, som sedan paketeras tillsammans med ingenjörskompetens, för slutgiltig överföring av ägarskap, i slutändan förenas i svårimiterade dynamiska förmågor, som materialiseras i konkurrensfördelar.

Over the last 3 decades, religious organizations have been embroiled in scandals that have diminished public trust in the ecclesiastic community.The purpose of this study was to examine church leaders and members emotional intelligence and spiritual leadership behavioral characteristics that cultivate trust, and enhance organizational effectiveness, and establish a baseline database to facilitate perpetuating positive social change. The theoretical framework for this study used three models: Chathoth Trust Model; the Wei, Liu and Allen Emotional Intelligence (EI) model, and the Fry Spiritual Leadership Theory (SL) model. Survey instruments for each model were used to determine perspectives within the church that could support building trust. The key research questions considered whether there was a correlation between EI, SL, and trust and if there was any impact of trust on organization effectiveness (OE) in the sample of church leaders and members. A sample of 364 church leaders and members provided the data via opportunity sampling. Correlation, regression, and factor analyses were conducted between EI, and SL (predictor variables), and trust (primary outcome variable) and OE (secondary outcome variable). The results indicated a significant, positive relationship (a) between EI and trust, (b) between SL and trust, and (c) with trust influencing OE. Positve social change for both followers and leaders within an ecclesiastic community may be experience, if leadership find value in the current outcomes and apply what has been learned to further positive organizational transformation and trust.

Thesis (MTech (Business Administration in Project Management))--Cape Peninsula University of Technology, 2018.
Leadership is arguably the most studied discipline and yet is equally the least understood subject since it involves unpredictable human beings. In the same vein, as managers and leaders operate, they operate within the context of followers who have their own expectations from leadership. Consequently, many leadership theories have been developed and at best they are largely a variety of the other with extremities in other aspects. Because there are other people apart from the leader, it means consideration should be made of the characteristics of the followership. There is therefore a need for congruency between the leadership and the followership if the leader is to be influential. Interpersonal skills are critical for this type of leadership, and some research findings indicated that extroverts who are people centered are likely to be more effective. In the process, the leader needs to build relationships as evidenced by the way the leader will encourage, appreciate, forgive, understand others, and be prepared to listen to peers and followers. This papers posits that people oriented leaders develop closeness to the followers and are empathetic, whilst they try to get their work done. The preliminary findings established that a people focused leader will have more influence on the followership, and is most likely to be empathetic to his subordinates.

Purpose:  The purpose of this study is to analyze the perceived impact of business intelligence tools on marketing success. Methodology:  This research has conducted based on a literature study in the field business intelligence and pharmaceutical industry marketing. Primary  data  has  been  used  in  this  thesis  to  evaluate  the information technology impact on the  market performance for pharmaceutical industries. The SPSS software package is used to analyze the employee responses and statistical technique. Regression analysis is used to check the impact of information technology on market performance. Findings: One hundred fifty questionnaires were given to the employees of 15 different pharmaceutical companies located in Pakistan. Among them, 104 were collected back and 100 questionnaires were considered valid and used for further analysis. After analyzing the data, it was evaluated that information technology has a significant impact on market performance in pharmaceutical industries. According to the stakeholders, strategic planning, organizational support, knowledge management and technological advancement have significant impact on the success of information technology for decision support systems. Research limitations/Implications: More research will be required on the theory presented in this thesis “The Perceived Impact of Business Intelligence Tools on Marketing Success”.

L’intelligence économique se présente comme une exception conceptuelle francophone issue à la fois de traductions de différents termes anglo-saxons mais également d’une agrégation de fonctions organisationnelles liées à l’information. Ces fondements hétéroclites se conjuguent à une effervescence pratique, l’intelligence économique ne cessant de se développer sous diverses formes dans les organisations. Cette thèse vise à proposer un fondement théorique nouveau à ces expériences en s’appuyant sur les concepts managériaux au travers de l’étude du cas de Gaz de Bordeaux, une entreprise du secteur énergétique. S’inscrivant dans une volonté exploratoire fondée sur une méthodologie qualitative, l’objectif est de proposer une définition s’appuyant sur les théories gestionnaires de l’asymétrie d’information, du système et de la valeur
"L'intelligence économique" is presented as a French conceptual exception after at a time of translations various English terms but also an aggregation of organizational functions related to information. These heteroclite bases are combined to an effervescent practice, “l’intelligence économique” never ceasing to develop in various forms in organizations. This thesis aims to propose a new theoretical basis for these experiments based on the managerial concepts through a case study of Gaz de Bordeaux, an energy firm. As part of an exploratory will based on a qualitative, the objective is to propose a definition based on the Management Science theories of asymmetric information, system and value

Transformational leadership (TL) has been found popular in many industries in the United States and abroad for the perceived transformational leaders' effectiveness in improving occupational safety. There is a lack of empirical evidence to confirm these claims for safe occupational driving. This phenomenological study attempted to fill this knowledge gap in the electric utility industry where employees must drive in all weather conditions to restore power to customers. The conceptual framework for the study was based on leadership and motivation theories of Burns and Maslow. The research questions explored the influence of (a) TL on safe driving performance improvement in organizations and (b) emotional intelligence (EI) on leaders' efficiency to improve safe driving performance in organizations. These questions were addressed using a 14-item in-depth, open-ended interview questionnaire by a convenience sample of 18 management and 12 union-represented personnel drawn from 5 U.S. electric utility companies using the snowball method. Data were analyzed using NVivo 10 software and were interpreted using the methodological framework of Leedy and Ormrod, and Maxwell. The findings suggested that (a) TL influenced safe driving performance through these leaders' idealized influence, inspirational motivation, and intellectual stimulation; and (b) EI ineffectively and unreliably influenced safe driving improvement, but it improved organizational trust through the leaders' empathy and drivers' empowerment. Individualized consideration, while acknowledged as desirable, was least important and was widely lacking. The implications for positive social change include promoting TL style in other industries, raising employees' commitment and contribution to safe driving performance improvement, and improving organizational trust as well as public safety.

Dissertação de Mestrado em Comportamento Organizacional
A IE (inteligência emocional) pode ser definida como a capacidade de utilizar a razão para compreender as emoções e realçar o pensamento. A IE inclui a aptidão de percepcionar as emoções própria e alheias, de lhes aceder, gerar, compreender e regular (Mayer & Salovey, 2004). O indivíduo dotado de IE apresenta competências que lhe permitem realizar uma boa leitura das situações bem como dos comportamentos próprios e alheios. Em contexto organizacional a IE tem sido apontada como uma competência importante na medida em que vários autores têm relacionado esta variável com o desempenho a nível individual (e.g. Dawn & Sojka, 2003) e colectivo (e.g. Goleman, 1997; Goleman et al. 2002). O construto da IE foi estudado em diversos domínios, existindo inúmeros estudos sobre IE e liderança tendo Goleman (1998) demonstrado o importante papel deste construto na eficácia da liderança. Sosik e Megerian (1999) propuseram quatro características (consideração individualizada, motivação, estimulação intelectual e influência idealizada) dos líderes transformacionais que se sobrepõem consideravelmente com comportamentos de indivíduos dotados de níveis elevados de IE. Foram recolhidos dados do nível de IE e percepção de liderança de 752 vendedores imobiliários e avaliações de desempenho contextuai e de resultados dos respectivos supervisores tendo-se obtido 640 díades. Explorou-se neste estudo a relação entre IE dos subordinados e a percepção dos mesmos de liderança transformacional. Avaliou-se ainda a relação entre IE, LT e desempenho (intra e extra papel) e a relação entre os dois tipos de desempenho. Os resultados indicam que a liderança se relaciona com o nível de IE e que o DC influencia o DR não tendo sido possível confirmar outras hipóteses. Considerações e implicações dos resultados são discutidas ao longo do trabalho.

A inteligência competitiva é reconhecida como um processo sistemático, composto de fases inter-relacionadas que visam a análise de dados e informações, para suportar tomadas de decisões estratégicas. Contudo, a utilização dos resultados gerados pela inteligência competitiva está associado à cultura da informação, ligada aos valores, normas e atitudes com relação à informação e à aprendizagem organizacional. Esse conjunto de variáveis pode estar relacionado ao desempenho das organizações que atentam para o processo de inteligência competitiva. Dado ao evidente relacionamento destes constructos, a presente dissertação possui o objetivo de analisar a relação entre a inteligência competitiva, a cultura da informação, a aprendizagem organizacional e o sua influência no desempenho em empresas do setor vitivinícola. A pesquisa foi realizada com uma abordagem quantitativa, natureza aplicada e com objetivos descritivos, junto às empresas vitivinícolas localizadas nos municípios da Serra Gaúcha. O procedimento adotado foi o levantamento do tipo survey, por meio de instrumento de pesquisa de escalas validadas em estudos anteriores. Os resultados indicaram a existência da relação entre a inteligência competitiva, cultura da informação, aprendizagem organizacional e desempenho, no entanto, atitudes e comportamentos relacionados a consciência da inteligência competitiva, com vistas a promover um ambiente e processos propícios ao desenvolvimento da aprendizagem, servirão suporte ao processo de inteligência competitiva e, consequentemente, na melhora do desempenho da empresa.
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Competitive intelligence is recognized as a systematic process, with interrelated phases that aim to analyze data and information, in order to support strategic decision making. However, the use of the results generated by competitive intelligence is conected to information culture, linked to values, norms and attitudes regarding information and organizational learning. This set of variables may be related to the performance of organizations that engage in the competitive intelligence processes. In this context, this dissertation aims to analyze the relation between competitive intelligence, information culture, organizational learning and performance. The research was carried out with a quantitative approach and descriptive objectives, in the wine companies located at Serra Gaúcha, with the support of the Brazilian wine institute. The survey procedure was adopted, with research instrument validated in previous studies. The results showed that there is a relation between competitive intelligence, information culture, organizational learning and performance, however, attitude and behaviors related to the awareness of competitive intelligence, aimed to promote an environment and processes to develop learning, will sustain the process of competitive intelligence and, consequently, improving the company's performance.

This thesis provides an understanding of Social Media monitoring as a business intelligence system and how a multinational corporation can use these processes to complement existing traditional feedback processes. The purpose of this thesis is to provide the reader with a literature review of Social Media and Social Media monitoring, and an exploratory study of Social Media monitoring practices within a multinational corporation looking to integrate these systems. The chosen research strategy is a case study with single-case embedded analysis. The case company used for this practice is Volvo Construction Equipment Region International with headquarters in Eskilstuna, Sweden. In order to receive a more in-depth understanding from our respondents, the qualitative method was selected. The theoretical framework chapter discusses five major research areas including Customer Relationship Management, Social Media and Social Media monitoring, Intelligence, knowledge management and organizational learning. The empirical evidence chapter has been divided into two sections: internal findings and external findings. The internal findings focus on Volvo Construction Equipment Region International and the company‟s current feedback process. The external findings focus on the comparison between Social Media monitoring companies. The analysis links together the internal and external findings from the empirical section and also draws references to the theoretical framework. The conclusion of this thesis states how a multinational corporation can add value to current feedback processes through the use of Social Media monitoring. This is reached through addressing the purpose of this thesis and answering the main research question and the sub research questions. Social Media monitoring can add value to current feedback processes through reducing time, fostering customer relationships, increasing flexibility, and receiving feedback from non-customers. Social Media monitoring when used effectively, can act as a complement to traditional customer feedback collection methods. Recommendations are made specifically for Volvo Construction Equipment Region International and are based upon an entry strategy with Social Media monitoring. Since this thesis was written within a limited time period, further research areas are presented at the end of the work.

Um bom produto sempre esteve associado à maneira peculiar com que as pessoas fazem as coisas. Se antes o que gerava a riqueza eram os meios de produção tradicionais, hoje a riqueza advém do Conhecimento. Tal mudança ocasionou um profundo impacto na economia. Considerando tal contexto, neste trabalho se propõe a investigar, por intermédio de estudo de caso, a gestão do conhecimento, como ferramenta capaz de desenvolver e criar a `inteligência organizacional, que representa hoje um valor estratégico competitivo para as organizações. Utilizou-se a pesquisa-descritiva com abordagem qualitativa e quantitativa. Os instrumentos de coleta de dados foram questionário e documentos e avaliados por meio de análise estatística e de conteúdo. As análises revelaram grande valor dedicado ao aspecto infra-estrutura, o que contribui para a formalização do conhecimento, porém a falta de uma visão sistêmica nos processos de criação, além da necessidade de se compartilhar e manter o conhecimento torna o conhecimento informal predominante na empresa e desta forma, a Gestão do Conhecimento precisa implementar etapas essenciais para sua efetividade.
A good product always been associated with the peculiar way people do things. If before which generated wealth were the traditional means of production, todays wealth comes from knowledge. This change caused a profound impact on the economy. Considering this context, this work proposes to investigate, through case study, knowledge management as a tool able to develop and create the `organizational intelligence, which is now a strategic competitive value for organizations. We used a descriptive research with qualitative and quantitative approach. The data collection instruments were questionnaire and documents and evaluated by statistical and content. The analyzes revealed large amount devoted to infrastructure aspect, which contributes to the formalization of knowledge, but a lack of a systemic view in creative processes, and the need to maintain and share the knowledge becomes predominant in the informal knowledge company and thus the Knowledge Management needs to implement essential steps for their effectiveness.

É de conhecimento geral que as mudanças ocorridas no contexto global provocaram mudanças profundas na sociedade e, sobretudo, na competitividade das organizações. Hoje, obtém-se vantagem competitiva através da gestão ótima dos conhecimentos organizacionais, representada pela transformação da informação em inteligência. Este movimento tem se fortalecido no ambinte corporativo em função da crescente necessidade dos gestores tomarem decisões mais assertivas em meio à grande quantidade de dados e informações disponíveis. Diante deste cenário, o processo pelo qual as organizações convertem informação em inteligência tem sido tratado como inteligência competitiva (IC). No Brasil, encontram-se diferentes termos que descrevem este processo, como inteligência de mercado e inteligência de negócios. O fato é que, independente da taxonomia utilizada, as iniciativas práticas em termos da implantação de ações organizacionais e pesquisas científicas têm se intensificado ano após ano. Entretanto, ainda se sente a necessidade de um modelo integrado da IC com as demais estruturas teóricas e práticas que seja capaz de facilitar a compreensão deste fenômeno em sua totalidade. Por isso, o presente trabalho desenvolve uma visão holística sobre a IC e, para isso, é utilizado o método de teoria fundamentada (grounded theory) baseado na triangulação de métodos de pesquisa quanti-quali. De um lado, a pesquisa teórica permitiu compreender a relação entre os diversos aspectos conceituais do tema, destacando a análise quantitativa das publicações em IC que identificou os campos de pesquisa e as referências bibliográficas mais relevantes, utilizada para identificar os principais constructos do modelo holístico. De outro lado, os estudos de caso permitiram confirmar a validade de algumas proposições identificadas no referencial teórico para a construção do modelo. Assim, o trabalho oferece a construção de uma visão holística de IC que emerge dos resultados obtidos ao longo do trabalho, constituído sobre métodos científicos.
Transformations in the global context have caused some deep changes in society, specially in organizations competitiveness. Nowadays, it is possible to achieve competitive advantage through an optimal management of organizational knowledge, represented by the transformation of information into intelligence. This tendency has gained strength in the corporate world because of the growing need of managers to make more assertive decisions due to a great quantity of data and information available. Inside this scenario, the process by which organizations convert information into intelligence has been treated as competitive intelligence (CI). In Brazil, the practical initiatives on the implementation of organizational actions and scientific research have intensified year after year. However, an integrated CI model with all the structures, both practical and theoretical is still necessary to facilitate the understanding of this phenomenon in its totality therefore, this project develops a holistic view of CI. It is based on the grounded theory method, composed of quantitative and qualitative researches. On the one hand, the theoretical research allowed understanding the relationship between the conceptual aspects of the theme, highlighting the quantitative analysis of CI publications that identified fields of research and relevant references, used to identify the key constructs of the holistic model. On the other hand, the case studies have allowed confirming the validity of some propositions identified in the theoretical framework. Thus, this project offers the construction of the holistic view of CI that emerges from the results obtained during the work, constituted of scientific methods.

Dissertação de mestrado em Comportamento Organizacional
A Inteligência Emocional (IE) pode ser definida como a capacidade de monitorizar e destrinçar os sentimentos e as emoções, próprias e dos outros, utilizando a informação como guia do pensamento e da acção. Esta característica conduz a que, em contexto organizacional, seja considerada como um aspecto a destacar uma vez que surge relacionada com o desempenho individual, associada a um determinado estilo de liderança (Bass e Avolio, 1990, cit. por Barbuto e Burbach, 2006), estilo esse que por seu turno se associa ao estimular de comportamentos de cidadania organizacional (CCO), também eles associados à IE (Pillai, Schriesheim e Williams, 1999, cit. por Boerner, Eisenbeiss e Griesser, 2007). O presente estudo decorre da análise de 90 díades, resultantes da auto-percepção e hetero-percepção, recolhidas através da escala de Rego e Fernandes (2005) para a Inteligência Emocional, do MLQ 5X short para as dimensões da liderança, do Employee Performance Questionnaire, para os CCO, e das escalas de desempenho utilizadas na Câmara Municipal de Lisboa. Os resultados obtidos confirmam a existência de relação entre a IE da chefia com a liderança total e com a liderança transformacional auto-percepcionada pelas chefias. Confirmando-se igualmente a relação entre a IE da chefia com o desempenho dos colaboradores no DHURS, tal como, a relação parcial entre a IE dos colaboradores com o estilo de liderança hetero-percepcionado.

Diversos estudos exploram temas relacionados ao monitoramento do ambiente com o intuito de auxiliar empresas a se protegerem contra ameaças e a aproveitarem oportunidades provenientes do ambiente externo. Outros pesquisadores se dedicaram aos tópicos relacionados à gestão do conhecimento, colocando o conhecimento como elemento central para o desenvolvimento e o sucesso empresarial. Contudo, identificaram-se poucos estudos que explorem as temáticas de monitoramento do ambiente e gestão do conhecimento em conjunto. Com o propósito de contribuir para o preenchimento desta lacuna, o presente estudo investiga o desenvolvimento da capacidade absortiva em processos de exploração de sinais fracos, sob a perspectiva da criação do conhecimento organizacional. Para tal investigação se utilizou método qualitativo e exploratório; tendo como técnicas de coleta de dados entrevistas semiestruturadas e análise de conteúdo para exploração dos mesmos. Constatou-se que o desempenho do processo de Inteligência pode contribuir para o desenvolvimento da capacidade absortiva, além de propiciar a criação, expansão e renovação de conhecimentos individuais e organizacionais. Observou-se, também, que a realização das atividades de Inteligência incentiva a ação e influencia na tomada de decisão de colaboradores e gestores. Os profissionais ao se sentirem melhor informados sobre oportunidades e ameaças provenientes do ambiente externo à organização passam a refletir e se responsabilizar mais por ações e decisões.
Many studies explore topics related to the environmental scanning process in order to assist companies with protecting themselves against threats and seizing opportunities that arise from external environments. Furthermore, a number of researchers have focused broadly and deeply on topics related to knowledge management, placing knowledge as a central resource to a business’s development and success. Nevertheless, there are few studies that combine the themes of environmental scanning and knowledge management. Aiming contribute to fill this gap, this study investigates the absorptive capacity developing in weak signals’ exploration process through the organization knowledge creation’ perspectives. The employed method to this qualitative and explorative research will be interviews by means of techniques for collecting data; and a content analysis for an exploitation of these data. It was found that the Intelligence process performance contributes to the development of absorptive capacity. Futhermore, the practice of Intelligence process facilitates the creation, expansion and renewal of individual and organizational knowledge. It was also observed that the realization of intelligence activities encourages action and influence in employees and managers decision making. Professionals who feel better informed about opportunities and threats from the external environment in regards to the organization start to further reflect and be more accountable for actions and decisions.

Since the1970s many approaches of representing domains have been suggested. Each approach maintains the assumption that the information about the objects represented in the Information System (IS) is specified and verified by domain experts and potential users. Yet, as more IS are developed to support a larger diversity of users such as customers, suppliers, and members of the general public (such as many multi-user online systems), analysts can no longer rely on a stable single group of people for complete specification of domains –to the extent that prior research has questioned the efficacy of conceptual modeling in these heterogeneous settings. We formulated principles for identifying basic classes in a domain. These classes can guide conceptual modeling, database design, and user interface development in a wide variety of traditional and emergent domains. Moreover, we used a case study of a large foster organization to study how unstructured data entry practices result in differences in how information is collected across organizational units. We used institutional theory to show how institutional elements enacted by individuals can generate new practices that can be adopted over time as best practices. We analyzed free-text notes to prioritize potential cases of psychotropic drug use—our tactical need. We showed that too much flexibility in how data can be entered into the system, results in different styles, which tend to be homogenous across organizational units but not across organizational units. Theories in Psychology help explain the implications of the level of specificity and the inferential utility of the text encoded in the unstructured note.