Academic literature on the topic 'Traditional organizational practices'
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Journal articles on the topic "Traditional organizational practices"
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Kumar Dahal, Rewan. "Management accounting practices and organizational performance." Problems and Perspectives in Management 20, no. 2 (2022): 33–43. http://dx.doi.org/10.21511/ppm.20(2).2022.04.
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Management accounting practices (MAPs) are crucial for manufacturing firms to control diverse organizational operations and improve their organizational performance. The study aimed to analyze the scope of MAPs and their association with the organizational performance of Nepalese manufacturing firms. The outcomes relied on primary data obtained through structured survey from 223 medium to top-level employees of the selected companies. It was found that traditional management accounting practices had greater dominance (β = 0.817, p = 0.000) in the package of MAPs than contemporary management accounting practices (β = 0.707, p = 0.000) in Nepalese manufacturing firms. The extent of use of contemporary management accounting practices was marginally greater (mean = 3.757) than traditional management accounting practices (mean = 3.563). The analysis also disclosed no association of MAPs with organizational performance of Nepalese manufacturing firms. Though the study had a moderately small sample size from the manufacturing industry, future studies may examine the association between MAPs and organizational performance by taking samples of the manufacturing and service industry to ensure comparability and generalizations. The study endeavored to advance management accounting literature by presenting pragmatic evidence on the association of MAPs with organizational performance in the Nepalese scenario.
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McKnight, Mark A., Sherrie Plouchard, and Nancy Bizal. "Organizational Hiring Preferences: Comparison of Traditional and Non-traditional Hiring and Recruitment Practices." International Journal of Human Resource Studies 5, no. 2 (2015): 52. http://dx.doi.org/10.5296/ijhrs.v5i2.7529.
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Social media is working its way into the modern organization in a more productive manner, and at an aggressive pace, as organizations are beginning to learn how to best implement and use social media practices. The present research investigates the role of social media and other technology related to the staffing function in organizations. Specifically, the data reveals tendencies related to how the employment process is anticipated to change in the near future. Namely, the data suggests that employers will significantly change their usage of video resumes, cover letters, and social and professional networking sites related to the recruitment of new employees in the near future.
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Hernaus, Tomislav, Dejana Pavlovic, and Maja Klindzic. "Organizational career management practices." Employee Relations 41, no. 1 (2019): 84–100. http://dx.doi.org/10.1108/er-02-2018-0035.
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Purpose Organizations profoundly create development paths of individual’s careers. Therefore, the purpose of this paper is to gain understanding about how organizational context (shaped by the complex relationship between trade union strength and HRM strength) influences the application of organizational career management (OCM) practices seen through the lens of the theory of cooperation and competition (Deutsch, 1949; Tjosvold, 1984). Design/methodology/approach Inferential statistical analyses (Kruskal–Wallis and Mann–Whitney tests) were applied to test the CRANET survey data collected from 92 large-sized private-sector organizations within an EU country characterized by a medium to high-trade union density. Findings Results offered consistent empirical evidence that a comprehensive set of OCM practices are applied differently across four distinctive modalities of the union-HRM relationship. Specifically, the “union-HRM synergy” relationship (high-HRM/high-unionization) has been recognized as the most promising for adopting such developmental practices, providing an evidence of complementarities between trade unions and HRM professionalism. Practical implications The research suggests that synergistic collaboration between trade unions and HRM might provide employees with even more career development opportunities than when organizations pursue the asynchronous single-sided “Total HRM strategy.” Originality/value This study rejuvenate a traditional career management research agenda by introducing a new theoretical lens for studying the interplay between trade unions and HRM and have put an emphasis on how their strength is related to the incidence of OCM practices.
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Sweety, Dubey, and Bhuwan Gupta Dr. "Linking Green HRM Practices with Organizational Practices for Organizational and Environmental Sustainability." International Journal of Engineering and Management Research 8, no. 2 (2018): 149–53. https://doi.org/10.31033/ijemr.v8i02.11603.
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As we are becoming more materialistic and money oriented, somehow we are overlooking the environment sustainability by depleting or degrading our natural resources. By analyzing the seriousness of the problem many organizations across the globe trying to go green and implementing various policies and practices to ensure the social, economic and most importantly the environment sustainability. Green HRM practices are one of those innovative HR practices through which we can link our workforce with mission to save our three pillars of stable environment, and HR department can play a significant role to make its workforce ready to understand the importance of such initiatives in long run and to motivate them so that the workforce can actively contribute in achieving the target. Many sectors in India are breaking the glass ceiling and moving towards modern innovative practices in place of traditional one but still there is lack of awareness among various sectors about the Green HR practices, therefore the success of this initiative is largely based on the leadership skills of the top management of any of the organization to spread awareness among the people and to change their mindset so that they can readily accept and adopt the change. The objective of this paper is to analyze the benefits of Green HRM for creating sustainable environment by analyzing the initiative taken by different sectors in this concern and to suggest the importance of environmental sustainability in service sector especially in the education sector in India.
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Sweety, Dubey, and Bhuwan Gupta Dr. "Linking Green HRM Practices with Organizational Practices for Organizational and Environmental Sustainability." International Journal of Engineering and Management Research 8, no. 2 (2018): 149–53. https://doi.org/10.5281/zenodo.3361998.
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As we are becoming more materialistic and money oriented, somehow we are overlooking the environment sustainability by depleting or degrading our natural resources. By analyzing the seriousness of the problem many organizations across the globe trying to go green and implementing various policies and practices to ensure the social, economic and most importantly the environment sustainability. Green HRM practices are one of those innovative HR practices through which we can link our workforce with mission to save our three pillars of stable environment, and HR department can play a significant role to make its workforce ready to understand the importance of such initiatives in long run and to motivate them so that the workforce can actively contribute in achieving the target. Many sectors in India are breaking the glass ceiling and moving towards modern innovative practices in place of traditional one but still there is lack of awareness among various sectors about the Green HR practices, therefore the success of this initiative is largely based on the leadership skills of the top management of any of the organization to spread awareness among the people and to change their mindset so that they can readily accept and adopt the change. The objective of this paper is to analyze the benefits of Green HRM for creating sustainable environment by analyzing the initiative taken by different sectors in this concern and to suggest the importance of environmental sustainability in service sector especially in the education sector in India.
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Karmacharya, Sadin, Ujjwal Bhattarai, Baburam Timsina, Nishesh Shrestha, and Sanjita Tamang. "Ergonomic practices and banking employee performance." American Journal of STEM Education 6 (February 17, 2025): 48–79. https://doi.org/10.32674/ph00v145.
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Using the sequential explanatory method, this study sheds light on the influence of ergonomics practices on the performance of banking employees. Data from 267 banking employees were collected and analyzed Via PLS-SEM, and using Heidegger’s interpretative philosophy, a semi-structured interview was conducted purposively with seven frontline employees. The study found that cognitive and organizational ergonomics significantly predict employee performance, while environmental and physical ergonomics were not supported. Thematic analysis identified four major themes: physical ergonomics and comfort, environmental ergonomics and workspace design, cognitive ergonomics and mental workload, and organizational ergonomics and support systems. This study highlights the importance of cognitive and organizational ergonomics, challenging traditional ergonomic models and offering practical recommendations for optimizing work environments in customer-focused and knowledge-intensive industries.
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Tan, Ying Yan, and Rosmini Omar. "Green Practices and Innovations of Traditional Chinese Medicine (TCM) Industry in Singapore: Idea Worth Sharing." Sustainability 14, no. 18 (2022): 11588. http://dx.doi.org/10.3390/su141811588.
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TCM health benefits and pressure to thrive TCM businesses while taking care of the sustainability of resources has challenged the TCM industry to produce more with less. It is of interest to know how TCM businesses innovate to sustainability through green practices. By capturing the perspectives of TCM organizational stakeholders on practices to minimize the negative impacts on the local environment by TCM enterprises (clinics) in Singapore from the lens of a qualitative exploratory study, the present study explored the presence of green practices and innovations of TCM organizational stakeholders though it is less clear whether these engagements are conducted out of the intention to be green, as these are daily practices at TCM clinics. The phenomenological approach was applied to examine the lived experiences of study participants who work or had worked at TCM clinics in Singapore. The highlights of the paper stressed inadequate focus on green practices at the organizational level to achieve sustainable development targets of TCM industry in Singapore, despite the existence of self-awareness at the individual level to protect the environment. The findings can be building blocks for future research on green and policy making. Green practices and innovations to stay healthy while protecting the environment, with more sensible choices, can bring differences to humans’ lives.
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Sonjaya, Yaya. "Exploring the Evolution of Budgeting Practices from Traditional to Technology." Advances in Management & Financial Reporting 2, no. 1 (2024): 36–45. http://dx.doi.org/10.60079/amfr.v2i1.265.
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Purpose: This study explores the evolution of budgeting practices from traditional to contemporary technology-driven approaches. It examines how technological advancements and organizational changes have transformed budgeting processes, highlighting the shift towards more flexible and data-driven methodologies. Research Design and Methodology: This study embarks on a journey of comprehensive literature review using a qualitative research approach. The methodology involves systematic searches of academic databases, thematic analysis and synthesis of findings from relevant studies. The research focuses on the design, implementation, and impact of both traditional and modern budgeting practices, as well as the challenges associated with technological adoption. Findings and Discussion: The findings reveal that traditional budgeting methods, characterized by hierarchical and fixed targets, must be revised in dynamic business environments. Technological innovations, such as ERP systems and cloud-based platforms, significantly improve efficiency, accuracy, and decision-making. Alternative frameworks like the Balanced Scorecard and Beyond Budgeting promote strategic alignment and organizational agility. However, challenges such as data security, integration complexities, and resistance to change remain significant barriers to full adoption. Implications: This study's findings have direct and practical implications for financial managers and policymakers seeking to optimize budgeting processes. Investing in robust data infrastructure and fostering a culture of continuous improvement is essential for leveraging the benefits of technological innovations. Future research should focus on the long-term impacts of these practices and explore strategies to overcome implementation challenges. This will help organizations achieve greater agility, responsiveness, and competitiveness in an increasingly digitalized business landscape.
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Vicente, María Eugenia. "Education policies and organizational structures in Argentinian secondary schools." International Journal of Educational Management 30, no. 6 (2016): 913–28. http://dx.doi.org/10.1108/ijem-04-2015-0040.
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Purpose – The purpose of this paper is to review the link between public education policies and institutional practices in Argentina throughout history and today. Design/methodology/approach – The methodology used is in line with socio-educational management studies oriented to analyse educational practices qualitatively from an institutional perspective. Findings – The review allows a wider discussion about the characteristics of the traditional organizational structure in relation to the rules, order, purposes and homogeneity of educational institutions. Furthermore, the paper shows there are some experiences and practices developed nowadays in Argentinian secondary schools that constitute a guide for social inclusion. Research limitations/implications – Throughout Argentina’s education history, secondary school has supported its policies on a bureaucratic institutional structure rationally oriented to serving interests of a minority. Today, social inclusion policies and compulsory secondary schooling are presented as an opportunity to democratize the management of educational institutions. Practical implications – In the early 2000s, the education system in Argentina kept a traditional bureaucratic structure based on a selective education policy. In this regard, statistics are quite revealing as regards the degree of social exclusion in secondary school: only 11 per cent of the students that begin first grade, finish secondary school. In 2006, after the enactment of the compulsory secondary education law, educational management is faced with the challenge to renew its institutional practices in order to make inclusion feasible. In this sense, the paper shows that secondary schools are implementing certain management practices aimed at achieving greater social inclusion. Originality/value – The paper focuses on the notion that the characteristics of management practices are related to the social interests of education policies. In this sense, the educational management of Argentinian secondary schools is undergoing a process of transformation from traditional selective practices towards more inclusive practices.
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Singh, Dr Karanvir. "The Cost of Misalignment: How Traditional Leadership Practices Fail Neurodivergent Talent." INTERANTIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 09, no. 01 (2025): 1–9. https://doi.org/10.55041/ijsrem41149.
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In today’s rapidly evolving workplace, fostering diversity and inclusion is essential for driving innovation and organizational success. However, traditional leadership practices often fall short when addressing the unique needs and potential of neurodivergent talent, including individuals with autism, ADHD, dyslexia, and other neurodivergent conditions. This misalignment leads to untapped potential, increased turnover, and diminished organizational performance. This study explores the cost of this disconnect, examining the challenges neurodivergent employees face in workplaces governed by conventional leadership frameworks. It highlights how rigid structures, lack of accommodations, and insufficient awareness perpetuate barriers to productivity and engagement. Drawing on empirical research and case studies, the paper emphasizes the economic, cultural, and ethical implications of failing to align leadership practices with the diverse needs of neurodivergent employees. The study also proposes actionable strategies for leaders to create an inclusive environment, including adaptive communication styles, tailored support systems, and strengths-based management. By reimagining leadership to embrace neurodiversity, organizations can unlock significant value, enhance employee satisfaction, and gain a competitive edge. This research contributes to the discourse on inclusive leadership, offering a roadmap for cultivating environments where neurodivergent talent thrives. Key words · Neurodiversity · Inclusive Leadership · Workplace Inclusion · Leadership Practices Talent Management
Dissertations / Theses on the topic "Traditional organizational practices"
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Bergstrand, Fredrik, and Emily Finlaw. "Enhancing Current Feedback Processes through Social Media Monitoring : An exploratory study of Social Media and Social Media monitoring practices within an MNC looking to combine new practices with traditional customer-centric processes." Thesis, Linnéuniversitetet, Ekonomihögskolan, ELNU, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-12119.
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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.
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Figueiredo, Marina Dantas de. "A transmissão do saber-fazer como intencionalidade incorporada : etnografia em uma fábrica de doces em Pelotas, RS." reponame:Biblioteca Digital de Teses e Dissertações da UFRGS, 2013. http://hdl.handle.net/10183/76206.
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Desde a virada para a prática nos Estudos Organizacionais, as diferentes vertentes das teorias da prática têm dado importante contribuição no sentido de desconstruir o predomínio da visão funcionalista sobre o fenômeno organizacional. Apesar disso, o tema de como a reprodução das práticas contribui para a produção da ordem social tem sido negligenciado pelos estudos baseados na prática nesse campo. Tal postura tem impedido a consecução de pesquisas que busquem compreender como as práticas são socialmente sustentadas, que interesses as orientam, quem se beneficia de sua permanência ou de sua interrupção, e assim por diante. Desse modo, reforça-se, em certa medida, a dificuldade de entendimento dos processos de permanência e mudança organizacional para além da razão instrumental e capitula-se diante do imperativo funcionalista que continua a privilegiar, tanto na teoria quanto na prática administrativa, a lógica do proveito material governado pela eficiência produtiva como o motivo primordial da existência e da permanência das organizações. Com base em tal percepção, proponho como objetivo desta tese repensar a questão da intencionalidade dos agentes organizacionais a partir de uma perspectiva prática e histórica, cultural e incorporada. Para realizá-lo, parto de um estudo etnográfico feito durante o ano de 2011, em uma fábrica de doces na cidade de Pelotas, Rio Grande do Sul. Neste campo, foi possível vivenciar as dinâmicas de permanência e mudança da prática de uma doceria que é reconhecida localmente como “tradicional” pelo tempo de enraizamento na cultura. A observação participante aconteceu de modo direcionado para a compreensão dos processos de transmissão do saber-fazer doceiro, através da minha própria experiência de incorporação desse conhecimento prático, do contato instrutivo com a mestre doceira que comandava as atividades da fábrica e com as funcionárias e funcionários que lá trabalhavam na época da pesquisa. Assim, considero ter sido possível compreender de que maneira os referidos processos obedecem a uma lógica incorporada, alheia à lógica racional, e como os movimentos de mudança e permanência, endógenos ou exteriores a essas práticas, exercem impacto sobre a organização que se estrutura ao seu redor.<br>Since the practice turn in Organizational Studies, different strands of theories of practice have made important contributions in order to deconstruct the dominance of the functionalist view of the organizational phenomenon. Nevertheless, the issue of how the reproduction of practices contributes to the production of social order has been neglected by practice-based studies in this field. This attitude has prevented the acomplishment of researches that attempt to understand how the practices are socially sustained, what interests guide them, who benefits from their maintenance or from their interruption, and so forth. Thus, it reinforces in a certain extent, the difficulty on understanding the processes of organizational change and permanence beyond instrumental reason, and it gives in afterward the functionalist imperative that continues to privilege, both in management theory and practice, the logic of material gain governed by the productive efficiency as the primary reason of existence and continuity of organizations. Based on this perception, I propose as the objective of this thesis to rethink the intentionality of the organizational agents from a practical and historical, cultural and embodied perspective. Based on an ethnographic study made during 2011 in a candy factory in the city of Pelotas, Rio Grande do Sul, it was possible to experience the dynamics of permanence and change of the practice of a kind of confectionery which is recognized locally as "traditional" odd to the time of rooting in culture. The participant observation was directed to understanding the processes of transmission of the confectioner know-how, through my own experience of incorporating this knowledge, through instructional contact with the master confectioner who commanded the activities of the factory and through the contact with the employees who worked there at the time of the research. Thus, I found how these processes follow an embodied logic, oblivious to rational logic, and how the movements of change and permanence, endogenous or external to these practices, impact the organization that its structures around them.
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Maier, Herbert N. "Measuring cognitive load management in a traditional martial arts training model." Diss., Texas A&M University, 2003. http://hdl.handle.net/1969.1/2453.
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A training method utilized in a few martial arts was found to agree strongly with current cognitive psychology theory. Further study extracted a procedural model for learning a complex set of whole-body, dyadic motor skills involving high-speed, interactive, continuous situation assessment and decision making. A broader literature survey found relevance in several fields of research, supporting the definition of four performance dimensions in the activity. Data collected from one experienced student partnering with each of ten students of various experience levels was analyzed on these four dimensions. These dimensions were found sufficient to show both individual differences and changes across an instructional intervention. Strong correlations found under linear regression were supportive of anecdotal evidence from the model??s long empirical history in training. Data provided evidence of a self-organizing dynamic emerging from the interaction of a dyad participating in this activity, and of individual differences in cognitive resource management dynamically setting allocation priorities among specific aspects of a complex motor/cognitive activity. Highly individual responses demonstrate a mechanism for insight into students that are difficult to read. Numerous comparisons and contrasts show interactivity of performance dimensions. Impact is foreseen for research, training and testing in motor learning fields, as well as situation awareness, decision making and military tactical training. Further research is recommended to replicate these findings, test hypotheses derived from them, and to extend testing of the drill-network model into other fields of learning.
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Mongeon, Mylène. "Improvising Knowledge: A Case Study of Practices in and Around World Spine Care's Evidence-based Clinics in Shoshong and Mahalapye, Botswana." Thesis, Université d'Ottawa / University of Ottawa, 2016. http://hdl.handle.net/10393/34972.
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Global health organizations attend to populations around the world applying an evidence-based model of care that often does not correspond with local realities on the ground. My thesis provides an in-depth anthropological study of how this occurs within practices in and around World Spine Care's (WSC) clinics in Shoshong and Mahalapye, Botswana. More specifically I explore how knowledge is negotiated and improvised on the ground, paying particular attention to the ways WSC volunteers are (un)able to work with local health workers as they desire. I show the flows and counter-flows implicated in the difficult task of reconciling skills with standards. The study is based on a total of 15 months of participation with WSC's organization through attending meetings, activities and shadowing practitioners both in Ottawa and in Botswana. Expanding the scope of their creative improvisational skills beyond the closed settings of WSC clinics is proposed as a way to move forward.
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Khawam, Rima. "L'Homme et la mort au néolithique précéramique B : l'exemple de Tell Aswad." Thesis, Lyon 2, 2014. http://www.theses.fr/2014LYO20133.
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Tell Aswad, situé à environ 30km à l’Est / Sud-Est de Damas, est un grand tell d’environ 6 hectares dont la hauteur maximale ne dépasse pas de 4,50 m la grande plaine lacustre qui l’entoure. Le site de Tell Aswad datant entièrement du Néolithique Précéramique B (entre 8200 et 7500 av. J.-C.) est un site de référence du Levant Central. Ces populations, complètement agriculteurs/éleveurs, montrent des liens entre les populations et les cultures du Levant Nord et Sud. Les niveaux attribués à l’horizon PPNB ancien, période mal connue au Levant Sud, lui donne une grande importance historique au niveau régional. Ainsi, ce site offre une documentation rare qui peut être utilisées dans la recherche des origines du PPNB dans la région et les identités culturelles qui lui correspondent. Il nous a offert une riche documentation sur les pratiques funéraires. Répartis sur presque la totalité de son occupation, plus de 119 individus ont été exhumés. Les résultats nous indiquent la présence d’une continuité diachronique des pratiques funéraires tout au long de l’occupation, celles-ci étant originaire d’une tradition ancestrale. Elles révèlent le recours aux funérailles uniques mais se spécifient par des funérailles multiples, à travers le prélèvement des crânes. Chacun de ces deux modèles résulterait d’un choix imposé et sélectif issu du système social (hiérarchisé), indiquant la manière dont le défunt doit être inhumé. Les différents traitements des crânes prélevés, dont le surmodelage, correspondraient à des « rituelles» et pratiques funéraires hautement culturalisées. Elles témoignent de l’ordre social et de l’intégrité du groupe et matérialisent l’un des traits majeurs de l’identité culturels des sociétés Néolithiques du PPNB à Tell Aswad. L’étude de l’organisation spatiale des sépultures au cours de l’occupation PPNB de Tell Aswad, révèle un changement des lieux d’inhumations, depuis l’inhumation dans des maisons, à l’intérieur de la cellule familiale, jusqu’à la conception de lieux spécifiques dédiés aux pratiques funéraires. L’organisation spatiale de ces lieux devient pour nous une source supplémentaire témoignant de l’organisation sociale dans ce site<br>Tell Aswad, located 30 km East/South-East of Damascus, is a nearly 6 hectares tell not exceeding 4,5 meters height above the great lacustrian plain surrounding. The whole stratigraphy of the site dates from PPNB (8200-7500 B.C.), it's a reference site for the Central Levant because of the farmer/cattle breeder population showing connections between Southern and Northern Levant. The ancient PPNB levels, poorly understood in South Levant, give to the site an important historical status on a regional level. Thus, Tell Aswad offers us a rare documentation used for a better understanding of the PPNB period origins in the area and the cultural identities corresponding. The data are especially rich for the funeral practices. More than 119 individuals have been excavated spread on the entire occupation. Our results indicate the presence of a diachronic continuity of the funeral practices throughout the occupation due to an ancestral tradition. They reveal the use of simple burials but also specificity in the multiple burials by means of the skull withdrawal. Both models result from a selective choice imposed by the social system (hierarchical), indicating how the deceased had to be buried. The variability inside the skull treatment including the modeled skulls correspond to "ritual" and funerary practices highly culturalized. They reflect a social order and a group integrity materializing one of the major feature of the cultural identity of Neolithic PPNB society in Tell Aswad. Studying the spatial organization of the burials during the PPNB occupation of Tell Aswad reveals changes in burial sites, from burials in the house inside the family unit until the creation of specific area dedicated to funerary practices. The spatial organization of these areas becomes for our research a supplementary testimony of the social organization in the site
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Wu, Shin-Yu, and 伍心瑜. "An Exploration of the Gender Practice of “Kawsda”：The Response and Struggle of Aboriginal Female Organization Workers to Traditional Motherhood in the Tribal Society : A Case of the Documentary “ The Women’s Nest”." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/16940158913707206604.
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碩士<br>國立臺南藝術大學<br>音像紀錄與影像維護研究所<br>99<br>This research is focused on a group of aboriginal women who work for a women’s organization concerning their tribe. These women work in the Kaohsiung Women’s Sustainable Development Association in Namasia village, Kaohsiung County. They call themselves ‘Kawsda’. They are also overwhelmingly from a working-class background.
The women who work in Kawsda often find themselves facing a dilemma, whereby they have to not only devote themselves to their work but also remain responsible mothers and wives. Traditionally, their duty has been to take care of the kids and do housework. However, they have to find a job in order to lighten their families’ financial burdens. Jobs concerning organization are often seen as a “new thing” from the villagers’ point of view. Working in the association means that they have to go outside of the house to organize different events, and have meetings all the time. Furthermore, results often aren’t visible in the short term. This results in conflicts between the women and their husbands and parents in law, and they even have to face villagers’ criticisms.
The dilemmas and challenges encountered by the several female workers in "Kawsda” could be seen as the gender conflicts which are caused by the change in the way of the division of labor in gender during the time from tradition to modern society. The life stories of these women in "Kawsda" may provide us a reference to realize what aboriginal female workers in tribal organization go through in modernization.
Books on the topic "Traditional organizational practices"
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Ivanova, Valeriya, Elena Alyab'eva, Marina Bogdanova, et al. Organization of educational work in a modern university: traditions and innovations. INFRA-M Academic Publishing LLC., 2023. http://dx.doi.org/10.12737/1893199.
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The monograph examines the features of the organization of the modern process of educating students at the university. The authors pay special attention to the study of professional socialization and adaptation of university students. Some practical approaches to the process of education are presented.
 The education of students is considered as a complex, integrated, multidimensional process, including educational, project, scientific, professional and other activities. The tasks related to the creation of comfortable socio-psychological conditions and a socio-cultural educational environment conducive to the formation of general cultural competencies are also discussed.
 It is intended for teachers, students and postgraduates, as well as persons interested in the theory and practice of educating students.
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Blazheev, Viktor, Mariya Mazhorina, Vyacheslav Agafonov, et al. Modern Legal Education: Traditions and Innovations of O.E.Kutafin University (MSLA). INFRA-M Academic Publishing LLC., 2021. http://dx.doi.org/10.12737/1836963.
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The collective monograph is an anniversary edition dedicated to the 90th anniversary of the Kutafin Moscow State Law University (MSLA), and reflects the vision of the modern model of legal education, analysis and forecasting of trends in the development of higher education based on the traditions of fundamental legal education and innovative practices accumulated by the University.
 For scientific and pedagogical workers, administrative and managerial personnel of educational organizations that train lawyers, as well as for a wide range of readers interested in innovations in the field of education.
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Kiseleva, Ol'ga, Nataliya Patutina, and Tat'yana Surnina. Higher school pedagogy. INFRA-M Academic Publishing LLC., 2025. https://doi.org/10.12737/2170971.
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The textbook covers methodological, didactic, educational and organizational issues of higher education. The logic of the formation of higher education in foreign countries and in Russia is described. The characteristics of traditional and modern methods and forms of higher education are presented. The article considers the legislative aspects of higher education management in the Russian Federation. In addition, a variety of practical materials are presented that contribute to a deeper understanding of the theoretical foundations. Meets the requirements of the latest generation of federal state educational standards for higher education. For students and postgraduates who study in both pedagogical and non-pedagogical programs, as well as for specialists in the field of higher education.
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Petrov, Aleksey. Labor law. INFRA-M Academic Publishing LLC., 2023. http://dx.doi.org/10.12737/1908882.
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The textbook examines conceptual theoretical and practical issues of modern labor law, substantiates non-traditional approaches to
 solving problems of labor legislation. The work is based on Russian normative legal acts, international labor law, as well
 as rulings and rulings of the Constitutional Court of the Russian Federation. The content of the textbook corresponds to the federal state educational standard
 of higher education.
 For students, postgraduates and teachers of higher legal educational organizations, law faculties of universities and academies. 
 The book will be useful for practicing lawyers, employers and their representatives, HR managers, specialists in the field of sociology and labor economics.
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Ryndak, Valentina, Ol'ga Sal'daeva, Al'fiya Moskvina, et al. Pedagogy of inclusive education. INFRA-M Academic Publishing LLC., 2023. http://dx.doi.org/10.12737/1842519.
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The textbook reflects the theoretical, methodological and conceptual foundations of inclusive education, current trends in the development of inclusive education, the specifics of professional and pedagogical activity, theory and practice of inclusive education and upbringing. Attention is drawn to the generalization and extrapolation of the experience of psychological and pedagogical support of students with disabilities, examples of adaptation of traditional methods, techniques and technologies of teaching and upbringing are given, the use of information technologies for the organization of inclusive education is presented.
 Meets the requirements of the federal state educational standards of higher education of the latest generation.
 For college students, bachelors and masters studying in the specialties and areas of training "Special (defectological) education", "Pedagogical education", "Psychological and pedagogical education".
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Sims, Ronald R. Organizational Success through Effective Human Resources Management. Greenwood Publishing Group, Inc., 2002. http://dx.doi.org/10.5040/9798400693953.
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Not only are performance and human resources management (HRM) bound tightly together, but Sims even goes so far as to say that the way people are managed in coming decades will be the most important determinant of organizational success. He shows how success is determined by a firm's skill in attracting, developing, and retaining its human capital; how a firm's people are what give it a measurable advantage over the competition; and how an organization's commitment to developing its people's abilities and skills is an obligation at all levels. Sims focuses on practical, real-world human resources problems and activities emphasize the need for managers to prove themselves excellent people managers as well, and covers the traditional HRM tasks and responsibilities in ways that will give them new meaning and urgency. By focusing on current challenges, emerging issues, and HRM innovations now on the horizon, Sims' book is essential for managers and executives throughout the organization, and indeed throughout all sectors of the economy. Sims provides a firsthand understanding of the importance of HRM and lays out the tools to help managers do it well. He emphasizes repeatedly how important it is for organizations to understand that their success depends on their ability to attract and keep talented employees. With its persuasive discussion of the trends and emerging issues in the development of proactive human resources policies and practices, the book shows how to anticipate and work towards the development and retention of the right people. It emphasizes the importance of taking a strategic approach to all of the various human resources activities, and proves throughout that for an organization to prosper and earn a profit, goals must be set and initiatives taken in all areas of HRM and by all people, whatever their levels of responsibility may be.
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Tsoukas, Haridimos. Philosophical Organization Theory. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780198794547.001.0001.
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When it comes to the field of organization and management theory, a philosophical perspective enables us to conduct organizational research imbued with the attitude of “wonder”; it helps researchers question dominant images of thought underlying mainstream thinking, and provides fresh distinctions that enable the development of new theory. In bringing together a collection of key essays by Haridimos Tsoukas, this volume explores fundamental concepts, such as organizational routines, that have gained currency in the field, as well as revisiting traditional concepts such as change, strategy, and organization. It discusses organizational knowledge, judgment, and reflection-in-action, and, at the meta-theoretical level, suggests complex forms of theorizing that seek to reflect the complexity of organizations. The conceptual attention throughout is on process and practice, underlain by performative phenomenology and an emphasis on agents’ lived experience. This provides us with the language to appreciate the dynamic character of organizational behaviour, the embeddedness of action, and the complexity of organizational life. The theoretical claims presented in this volume have important implications for scholarly practice, insofar as they help retrain our attention: from seeing structures and individuals, we can now appreciate processes, experiences, and practices. A phenomenological attitude makes organization theory more open, more creative, and more reflexive, and this book will be essential reading for researchers and students in the field of organization studies.
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Benton, Caroline, Frank-Jürgen Richter, and Tohru Takai, eds. Meso-Organizations and the Creation of Knowledge. Greenwood Publishing Group, Inc., 2004. http://dx.doi.org/10.5040/9798400684951.
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Competitive advantage in today's complex and global marketplace is no longer created by the internal resources of a single organization or organizational group. Businesses must reach beyond the traditional boundaries of their organization, industry and market to form diverse networks that can create truly unique value. Japan is now in its longest recession of the post-World War II period. This failure stems from macroeconomic malfunctioning and—more important—from the country's cultural environment, which has been inhibiting domestic corporations' abilities to respond to dire socio-economic issues. As all traditional attempts to revitalize the economy have failed, creative ideas and purposeful interventions are necessary for survival. Past business assumptions must be discarded, the most important of which is the emphasis on insular business practices that focus on the internal environment of a single organization or corporate group. Unique value can no longer by created in a static and limited manner. To create unique value in the increasingly sophisticated, advanced and fragmented environment of the global marketplace, corporations are forming partnerships that cross all societal boundaries. The authors coin the term meso-organizations for such networks that go beyond the scope of traditional businesses and bring in individuals, organizations from different industries and not-for-profit organizations into their business processes, and that view their environments as extensions of themselves. This book pulls together and expands on various theories of networks and knowledge creation to present a framework that captures the complex nature of today's business domain and processes, and offers suggestions for wide-ranging collaboration.
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Magalhães, Rodrigo. Designing Organization Design. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780198867333.001.0001.
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As a topic, organization design is poorly understood. While it is featured in most management textbooks as a chapter dedicated to organizational structures, it is unclear whether organization design is a one-off event or an ongoing process. Thus, it has traditionally been understood to be the same as an organizational configuration, with neat lines of communication and distribution of responsibilities, following pre-set typologies. However, what can be said to constitute organizational structure in this first half of the 21st century? The extraordinary growth of digital communications, the decreasing relevance of hierarchical bureaucracies, and the general demise of command-and-control have all but decimated the traditional notion of organizational structure. In this book it is argued that organization design needs a theoretical revamping. Using a mix of design and social sciences theories and concepts, the new approach is divided into three parts: design logics, design processes, and design leadership. A generic definition of organization design logics is offered, as a set of beliefs shared by managers and entrepreneurs in given sectors of the economy about the way organizations should be designed. Five logics and three types of designing processes are put forward. Logics: (1) the identity logic, (2) the normative logic, (3) the service logic, (4) the logic of effectual reasoning, (5) the logic of interactive structure. Processes: (1) intended design, (2) emergent design, (3) perceived design. For the leadership part, a model of leaderful organization design(ing) is proposed, with the following distinguishing features: (a) practice-based, (b) guided by values of democratic participation, (c) places meaning-making and meaning-taking at the centre of organizational life, (d) driven by design logics, which can be adopted and adapted to suit different internal and external environments.
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Gehman, Joel, Paula Jarzabkowski, Ann Langley, and Haridimos Tsoukas, eds. Organizing beyond Organizations for the Common Good. Oxford University PressOxford, 2025. https://doi.org/10.1093/9780198956679.001.0001.
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Abstract Understanding the societal consequences of organizations is a perennial, if sometimes neglected, concern within the field of organization studies. Recently, such concerns have been given renewed emphasis, with one vibrant stream of research focusing on “grand challenges,” particularly those with a strong societal component, directed at a common good beyond that of business organizations themselves. This might include issues such as sustainable development, natural disasters and pandemics, poverty, community regeneration, and climate change. This volume builds on the current interest in grand challenges by taking seriously the problem of “organizing beyond organizations,” and by engaging with the unique methodological and theoretical toolkits afforded by a process studies perspective to address these issues. Societal challenges are inherently interorganizational, necessitating theoretical approaches that not only examine organizational action but also frame that action in terms of its wider relational dynamics with other stakeholders. Although some of these considerations are not new, their implications for addressing societal issues such as grand challenges and Sustainable Development Goals has scarcely been considered, let alone how traditional and nontraditional modes of organizing might jointly work toward achieving such outcomes. The chapters embrace the power of a process worldview in order to understand the dynamic nature of any particular grand challenge or societal issue as it evolves within the relationality of actions and practices within and between organizational actors.
Book chapters on the topic "Traditional organizational practices"
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Hirsch, Dennis, Timothy Bartley, Aravind Chandrasekaran, Davon Norris, Srinivasan Parthasarathy, and Piers Norris Turner. "Management Structures and Functions." In SpringerBriefs in Law. Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-21491-2_7.
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AbstractThis chapter discusses the organizational challenges that businesses face when they pursue data ethics management and the development, in response to these challenges, of new organizational roles and structures to manage data ethics. The nature of data ethics management requires organizations to move away from traditional compliance or quality control check modes and towards prevention of ethically problematic actions. Some organizations have proactively begun to develop new organizational roles and structures that can help standardize data ethics management practices. New roles, such as the Data Ethics Officer, have emerged, as have new entities such as the Data or AI Ethics Committee. These new positions and committees make difficult data ethics decisions and translate new knowledge about data ethics into organizational practices. After introducing these new structures and functions, we discuss the importance of role clarity (i.e., who is responsible for data ethics) within organizations and its relationship with developing organizational structure to support data ethics management.
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Cameron, Kim. "Applications of Positive Organizational Scholarship in Institutions of Higher Education." In The Palgrave Handbook of Positive Education. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-64537-3_29.
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AbstractPositive organizational scholarship (POS) is the study of that which is positive, flourishing, and life-giving in organizations. It considers the processes and dynamics that occur in and through organizations, in contrast to a focus on individual attitudes and emotions. Positive organizational scholarship has rarely been investigated in institutions of higher education, and this chapter provides two case studies that illustrate its relevance in that setting. The chapter first provides a discussion of the unique characteristics of POS compared to, for example, positive psychology and other approaches to the positive, and it highlights the importance of positive organizational dynamics in accounting for high levels of performance in organizations. The chapter describes how these dynamics have been successfully applied within two institutions of higher education to benefit not only traditional markers of success such as student achievement and wellbeing, but also the collective performance of the overall institution. The specific practices that led to extraordinarily successful outcomes are discussed, and they provide evidence that, in addition to the effects of positive psychology on individuals—especially students—the outcomes of entire institutions can be substantially affected in positive directions by adopting positive practices.
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French, Raechel. "School Change: Emerging Findings of How to Achieve the “Buzz”." In Teacher Transition into Innovative Learning Environments. Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-7497-9_6.
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AbstractThis chapter explores emerging findings from the research question, “What characterizes a successful transition of a school from traditional classrooms to an innovative learning environment in the context of the design and construction process?” Many schools today are trading in their identical classroom model for activity-driven, technology-infused spaces and envision a future in which teaching, culture, and space align seamlessly resulting in the intangible “buzz” of engaged learning. However, research and experience show many of these schools fail to supplement the design and construction process with initiatives to align teaching practices, organizational structures, and leadership with the intended vision. This often results in a misalignment between the pedagogical goals of the building and its subsequent use. To provide a research-based course of action for transitioning schools and a basis for future Ph.D. study, exploratory case studies were completed of schools operating in new buildings and having achieved this “buzz”. Emerging best-practice processes and tools are shared.
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Gowrishankkar, V., J. Bhavani, B. Vijay, Maruthamuthu Murugesan, Palanivel Rathinasabapathi Velmurugan, and Vimala Govindaraju. "Agile HRM Practices." In Advances in Logistics, Operations, and Management Science. IGI Global, 2025. https://doi.org/10.4018/979-8-3693-6274-7.ch002.
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In today's fast-paced business environment, organizations must be agile to remain competitive, and Agile Human Resource Management has emerged as a key enabler of this adaptability. This manuscript explores the transformative shift from traditional human resource management models to agile human resource management models, a flexible and iterative approach that emphasizes continuous improvement, collaboration, and alignment with organizational strategies. Agile human resource management models plays a critical role in responding to technological advancements, global competition, and evolving workforce dynamics, such as remote work and multi-generational teams. By leveraging digital tools and promoting a culture of continuous learning, agile human resource management models foster innovation, employee engagement, and organizational resilience. This study examines the principles of agile human resource management models, its evolution from traditional practices, and its practical applications in modern business contexts.
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Khalil, Shahid, and Seyed Mohammadreza Ghadiri. "Resist With Traditional or Promoting Green." In Information Logistics for Organizational Empowerment and Effective Supply Chain Management. IGI Global, 2023. http://dx.doi.org/10.4018/979-8-3693-0159-3.ch011.
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Environmental issues emerge along with the development of firm performance, and it is a challenge to the business world. The aim of this study is to investigate the impact of green supply chain management (GSCM) practices on firm performance. In addition, this study also examined the role of green innovation in between GSCM and firm performance. The data is collected from 369 participants across 123 multinational corporations (MNCs) operating in Pakistan through purposive sampling technique. SmartPLS is employed to analyze the data. The results reveal that GSCM has positive and significant impact on green innovation and firm performance. Moreover, green innovation mediates the relationship between GSCM and firm performance. Researchers, practitioners, and industry leaders, while designing their environmental policies to experience the comparative benefits for both business and society, can use this influence of environmentally friendly practices.
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Mahdi, Sabokro, and Yousofi Atifa. "Integrating Continuous Performance Management (CPM) into Organizational People Practices." In Human Resources Management - The Rise of Organizational People Practices [Working Title]. IntechOpen, 2025. https://doi.org/10.5772/intechopen.1009692.
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This chapter examines the evolution of performance management systems, highlighting the shift from traditional, rigid appraisal methods to Continuous Performance Management (CPM). Traditional performance reviews, often conducted annually, are increasingly recognized as ineffective in meeting the dynamic needs of modern organizations and their employees. As a people-centered approach, CPM emphasizes continuous feedback, collaborative goal-setting, and real-time performance monitoring, fostering a culture of continuous improvement and employee engagement. This chapter comprehensively analyzes, synthesizes, generalizes, and systematizes the existing scientific literature related to CPM. The research findings discuss the theoretical foundations of CPM, its key components, the reasons for its adoption, and the challenges organizations face during implementation, as well as the factors contributing to its successful integration. Ultimately, the chapter advocates for a more adaptive, people-oriented approach to performance management that aligns with individual and organizational objectives.
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Vargas-Hernández, José G. "Strategic Organizational Sustainability." In Handbook of Research on Novel Practices and Current Successes in Achieving the Sustainable Development Goals. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-8426-2.ch014.
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This study is aimed to analyze the various features and elements related to strategic organizational sustainability. The analysis departs from the assumption that traditional organizations have to face a lot of challenges posed by the new global economy context confronting contradictory patterns of globalization and de-globalization processes. In order to create the new conditions for the organizations not only to survive but to succeed, a new model based on designing and implementing strategic organizational sustainability, abandoning the narrow focus on economic growth and profits to embrace the social inclusion and equity as well as the environmental sustainability issues, is proposed.
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Rimbau-Gilabert, Eva. "Exploring the Link between Flexible Work and Organizational Performance." In Encyclopedia of Human Resources Information Systems. IGI Global, 2009. http://dx.doi.org/10.4018/978-1-59904-883-3.ch058.
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The expansion of flexible work experienced since the 1980s in developed economies is consistent with a more generic trend towards organizational flexibility, which many authors see as essential in order to compete in the dynamic global environment (Volberda, 1998). From this point of view, the changing demands of the environment have forced organizations to seek the ability to adapt rapidly and effectively as a means to be successful or even to survive. In the quest for flexibility, every area of the organization has been scrutinized in order to render it as “agile” as possible. In the human resources arena, this analysis has led to the definition of diverse “flexible working practices” (FWP) that describe a wide range of employment practices, which differ from the traditional full-time job with a fixed salary and a permanent contract. These practices have been described using other terms, such as “alternative” (Polivka, 1996; Powell & Mainiero, 1999), “non-standard” (Kalleberg, 2000), or “atypical” (De Grip, Hoevenberg, &m Willems, 1997), which coincide in denoting their divergence from the most traditional forms of employment. This article will show that quite different practices have been embraced by the common term “flexible working practices.” Subsequently, the results of empirical research regarding the implications for organizational performance of a number of flexible practices will be commented on.
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Daidj, Nabyla. "The Evolution of KM Practices." In IT Policy and Ethics. IGI Global, 2013. http://dx.doi.org/10.4018/978-1-4666-2919-6.ch010.
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The objective of this chapter was to understand how a “hybrid organization” (two automobile manufacturers Renault and Nissan within a strategic alliance) uses social networking and Web 2.0 tools to collaborate not only inside traditional organizational boundaries and within the alliance structure but also across geographical frontiers. Nissan has gradually lost its historic status as keiretsu as a result of its strategic alliance with the Renault. This alliance has had numerous consequences for the organizational structure of Nissan, even though both companies have maintained their identity by maintaining the two brands internationally. KM practices have evolved since the beginning of the strategic alliance. Two phases can be considered. During the first three years of the alliance, the two car manufacturers relied mainly on their own specific KM practices and processes. The second phase started in 2004 with the development of KM 2.0 and Web 2.0 tools. The adoption of these tools by Renault has led to increased collaboration between the two manufacturers.
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Pachar, Sunita, Sai Chaitanya Kishore, Naresh Babu Karunakaran, Priyanka Bhaskar, and P. Selvakumar. "Green Job Design and Analysis." In Advances in Human Resources Management and Organizational Development. IGI Global, 2024. http://dx.doi.org/10.4018/979-8-3693-7046-9.ch013.
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Creating sustainable workplaces is more crucial than ever in an era where environmental challenges and resource scarcity are at the forefront of global concerns. “Introduction to Green Job Design: Creating Sustainable Workplaces” is an exploration into how organizations can integrate environmental stewardship into job design to foster sustainability and enhance their operational efficiency. The concept of green job design encompasses a range of practices and strategies aimed at reducing an organization's ecological footprint while simultaneously improving employee engagement and productivity. This approach is built upon the understanding that job roles and workplace environments play a significant role in influencing both organizational sustainability and employee well-being.Green job design starts with rethinking the traditional job roles and tasks within an organization. It involves embedding sustainability into the core functions of every job role, ensuring that each position contributes to the organization's broader environmental goals.
Conference papers on the topic "Traditional organizational practices"
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Dubey, Dr Mahima M. "INDIAN KNOWLEDGE SYSTEM: ANCIENT WISDOM IN CONTEMPORARY MANAGEMENT PRACTICES." In ransforming Knowledge: A Multidisciplinary Research on Integrative Learning Across Disciplines. The Bhopal School of Social Sciences, 2025. https://doi.org/10.51767/ic250207.
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This research paper aims at exploring how the ancient Indian wisdom can be used in managing organizations in the contemporary world. The study is based on the analysis of the traditional texts such as the Vedas, Upanishads, Arthashastra and Bhagavad Gita to determine the management principles that can still be applied in the current world. This paper presents a thorough analysis of the historical evolution, core philosophical components and practical applications of IKS in order to show that IKS offers valuable leadership, organizational behavior and strategic management frameworks. This paper presents case studies of Indian corporations and multinational companies that have been able to embrace IKS principles and the results are better stakeholder relations, increased employee involvement and stronger organizational effectiveness. The research also focuses on the meeting of Indian and Western management theories and the growing trend of hybrid models that incorporate the strengths of both systems. The results indicate that IKS offers a holistic management approach that incorporates the spiritual, ethical and practical aspects and provides real solutions to the current business challenges and encourages sustainable and humane management
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Hamzagić, Enes, Aleksandra Golubović-Stojanović, and Srđan Skorup. "Understanding organizational behavior: Insights into values, culture, and cognition." In XIX International May Conference on Strategic Management – IMCSM24 Proceedings. University of Belgrade, Technical Faculty in Bor, 2024. http://dx.doi.org/10.5937/imcsm24050h.
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This paper examines the complex dynamics of organizational values, culture formation, and group dynamics using a multidisciplinary approach. It explores the effects of national culture, organizational founders, and employees on organizational values, emphasizing the evolution of organizational culture over time. Additionally, it contrasts traditional and contemporary approaches to culture formation while emphasizing the roles of communication, managerial practices, and group dynamics in shaping organizational ethos. By synthesizing insights from different disciplines, this paper offers a comprehensive understanding of organizational dynamics and behavior, providing valuable implications for organizational leaders and researchers. Through its examination of the complex interaction between these factors, our study contributes to a deeper understanding of the challenges and possibilities facing organizations in today's dynamic environment.
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Mesaroş, Florin, and Irina Antoaneta Tănăsescu. "Integrated Strategic Communication in Romanian Organizations." In 2nd International Conference Global Ethics - Key of Sustainability (GEKoS). LUMEN Publishing House, 2021. http://dx.doi.org/10.18662/lumproc/gekos2021/18.
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The strategic communication goes beyond the area of public relations and focuses mainly on strategies that create, develop, and control the success of an organization. Strategic communication also includes traditional practices of institutionalized organizational communication to use the messages much more easily when interacting with internal and external stakeholders. Wishing to find a better strategy to programme any internal or external communication, the organizations develop different kinds of strategic plans meant to support the management process, starting with the mission and vision statement and ending with the evaluation of achieved goals. The following example - Integrated Strategic Communication (ISC)- shows the ways the integrated strategic communication can be reached in Romanian organizations.
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Bolduratu, Sorina. "The impact of digital communication on accounting practices and financial transparency." In International student scientific conference "Challenges of accounting for young researchers", 8th Edition Acronym ISSC 2024. Academy of Economic Studies of Moldova, 2024. https://doi.org/10.53486/issc2024.42.
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This research explores the transformative impact of digital communication on accounting practices and financial transparency, highlighting the evolution from traditional to digital methodologies in the face of globalization and technological advancements. It examines how digital tools have revolutionized the accessibility and accuracy of financial data, thus enhancing efficiency in financial reporting and pushing the boundaries of traditional accounting. The study also considers the role of digital accounting in improving organizational outcomes, leveraging the Resource-Based View to argue for digital accounting as a strategic asset for gaining competitive advantage and achieving superior performance in a rapidly changing economy.
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BELCIU (VASILESCU), Alina-Camelia, and Christine MIHĂESCU (DEMETER). "ORGANIZATIONAL PERFORMANCE THROUGH PROJECT MANAGEMENT: THE ADDED VALUE OF TOTAL QUALITY MANAGEMENT, SIX SIGMA, AND AGILE." In International Management Conference. Editura ASE, 2025. https://doi.org/10.24818/imc/2024/01.02.
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This study aims to demonstrate that a hybrid project management framework, which integrates Total Quality Management (TQM), Six Sigma, and Agile methodologies, is more effective than traditional project management approaches in improving project outcomes related to quality, efficiency, and stakeholder satisfaction. In this regard, the research presents a hypothetical project within an organization, simulating two defined groups: control (traditional methods) and experimental (integrating TQM, Six Sigma, and Agile). The proposed case study provides a structured approach to highlight that a hybrid project management approach improves efficiency and performance at both the project implementation and organizational levels, compared to the traditional project management methodology. Research is based on generated data and statistical analyzes, with criteria defined to assess improvements in quality, efficiency, and stakeholder satisfaction. A key strength of the research is that the analysis includes User Acceptance Testing (UAT) and two statistical tests: ttests and p-value tests, to identify statistically significant differences between the traditional and hybrid groups. The findings indicate that the integrated methodology significantly improves the project results in all measured criteria. Specifically, it improves deliverable quality, reduces project completion time and costs, increases stakeholder satisfaction, and suggests that the integration of proposed methodologies redefines best practices in project management, offering a more effective alternative to traditional approaches. In general, the results highlight the potential of the combined approach to improve project management practices and deliver better results, contributing to a deeper understanding of how the integration of modern methodologies redefines success in project management.
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Didion, Eva, Ute Ambrosius, M. Rosario Perello-Marín, and Daniel Catalá-Pérez. "Virtual Organizational Socialization – a structured literature review and research agenda." In 4th International Conference. Business Meets Technology. Editorial Universitat Politècnica de València, 2022. http://dx.doi.org/10.4995/bmt2022.2022.15541.
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The literature on Organizational Socialization and Onboarding has assumed traditional work relationships located on-site in the company. Due to the Corona pandemic, remote work has gained tremendous importance. However, we do not yet know how the lack of physical presence affects organizational socialization. The research interest is to assess papers analyzing virtual organizational socialization systematically. The method used was a Systematic Literature Review (SLR). A protocol was made. In this, the search parameters were recorded. Literature relevant to the research question was identified and evaluated. This was examined and put into context. Key Findings: virtual organizational socialization represents a research gap. The literature is scattered; we only found a small number of relevant articles from different disciplines focusing on impediments of virtual organizational socialization. Research on onboarding practices that help overcome obstacles imposed by a higher degree of virtual work is needed.
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Philippsen Jr., Luiz, Adriana Santos Weber, and Ismael Weber. "Gestão em SST: mapeamento sistemático de literatura com foco na construção civil." In XI SIMPÓSIO BRASILEIRO DE GESTÃO E ECONOMIA DA CONSTRUÇÃO. Antac, 2021. http://dx.doi.org/10.46421/sibragec.v11i00.75.
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Safety and health aspects are part of the strategic planning of contemporary organizations. These aspects must be observed and implemented in the day-to-day work and in all the products and goods developed by the organizations. The construction industry, as part of this contemporary organizational reality, increasingly adopts related practices to improve safety at the construction site. However, unlike traditional industrial sectors, the construction industry has specificities that also take it systematically among the most dangerous industrial sectors to work. This article presents an analysis of the scientific production on occupational safety and health management – OSHM, with focus on civil construction, specifically at the construction sites level. Throughout a systematic mapping study protocol, 108 published researches were collected by Web of Science. Using software and tools for bibliometric analyses, this article shows the main researches, authors, countries and institutions of research, the publication and dissemination platforms and the possible relations between the researches, researchers and subjects.
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Andrzej Kisielnicki, Jerzy. "From a Traditional to a Networking Organization: The Role of Information and Communication Technologies." In InSITE 2015: Informing Science + IT Education Conferences: USA. Informing Science Institute, 2015. http://dx.doi.org/10.28945/2231.
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The development of Information and Communication Technologies (ICT) resulted in transforming the traditional hierarchical organizations into networking flexible ones. In the circumstances of identifying a new type of organizations, the notions as ‘organization’ and ‘synergy’ should be revised. The organizations with individual elements that build up a network have altered their attitude towards the problem of a global optimum. Individual elements that can be called ‘junctions,’ strive to optimize local optima instead of the traditionally approached global optimum. The article offers a hypothesis that a networking organization is formed when all its elements gain profits. What is needed to form it is the consensus of all the constituent elements. The management of networking organization is supported by the contemporary ICT tools that help to manage the network. Intellectual capital is the most important element of a networking organization. A new organizational form is becoming fully competitive against traditional organizations with the fixed position in the market. A comparison of the model of business functioning of a traditional and a networking organization has been made. The model shows what economic conditions should be met to form networking organizations. It presents as well practical examples of relations between traditional and networking organizations. The suggested further research into the issue has been outlined in the text.
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Alzain, Hassan, Rym AlGhazal, Ali Abu Qurain, and Mona Karkadan. "Fostering and Sustaining Employees’ Happiness in the Oil, Gas, and Energy Industry: the Role of Organizational Chief Happiness Officer in Implementing Happiness Initiatives and Programs." In International Petroleum Technology Conference. IPTC, 2023. http://dx.doi.org/10.2523/iptc-22718-ms.
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Abstract The well-being of employees is catching momentum among various demanding industries across the world, underlying the importance of introducing and maintaining effective happiness initiatives to foster successful employees ’engagement with their line management to work better together and build loyalty to the workplace. This paper, therefore, aims to detail the strategic benefits of happiness initiatives along with the expected business benefits on long-term basis. A happy employee is defined as a productive and loyal employee. When an employee is happy, they tend to display greater engagement with their job. Similarly, studies have shown that when an individual feels "heard" and that their voice matters, their levels of morale are higher. Moreover, when equipped with the right tools to cope with a stressful environment, a worker's level of productivity and the quality of their work improves. The data collected at the end of each initiative is an important reference and resource for companies with a high number of employees across various specialties. This paper will provide the background of the importance of happiness initiatives, as well as making the first steps towards cultivating a culture of happiness in the more traditional industries, especially including the oil, gas and energy industry. The concept of a happiness initiative, especially in relation to international best practices, is currently not widely applied in traditional industries with evidence on the lack of a true sense of happy and productive engagement across different employees ’levels and contractors. Elevating happiness across organizations is, therefore, essential, as indicated by the fact that good mental health and well-being are core needs for any business to succeed in the post-COVID-19 era. Happiness at work is a relative, attainable concept that can be fostered and sustained in a more professional context, where organizations can play a vital and critical role in the research, establishment, and advancement of workplace happiness policies and frameworks on strategic basis that will positively result in tangible and non-tangible business benefits. This paper will outline mechanisms, best practices and the role of "Chief Happiness Officers" in leading tailor-made happiness initiatives to address organizational-specific needs and emerging issues.
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Boiko, Yevheniia, Yuliia Diachenko, Tetiana Shandra, and Valerii Yakovenko. "Intelligent project portfolio development of IT companies." In IT Project Management 2024. CEUR Workshop Proceedings, 2024. https://doi.org/10.23939/iw_itpm2024.264.
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In the dynamic IT industry, project portfolio management (PPM) plays a pivotal role in organizational success. However, traditional PPM methods often struggle to cope with the increasing volume, complexity, and uncertainty of IT projects. To address these challenges, this paper explores the application of intelligent techniques for project portfolio development in IT companies. The paper highlights the benefits of data-driven prioritization, strategic alignment, risk management and resource optimization, and continuous improvement in enhancing PPM practices. It emphasizes the role of machine learning, AI-powered tools, and real-time monitoring dashboards in enabling intelligent project portfolio development. The article contains practical recommendations and steps that IT companies can use to improve their project management processes. It also provides valuable guidance on how to address typical problems and challenges that IT companies may face during project portfolio formation. This article is an important source of information for IT leaders, project managers, and other professionals in the IT industry who are looking for effective ways to optimize project management in their organizations. The paper concludes by emphasizing the importance of ethical considerations, human oversight, and data quality in implementing intelligent PPM solutions. By embracing these intelligent techniques, IT companies can optimize their project portfolios, maximize resource utilization, and achieve their strategic goals.
Reports on the topic "Traditional organizational practices"
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Keefer, Philip, Benjamin Roseth, and Julieth Santamaria. General Skills Training for Public Employees Experimental: Evidence on Cybersecurity Training in Argentina. Inter-American Development Bank, 2024. http://dx.doi.org/10.18235/0013202.
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Cyberattacks have risen to become one of the most critical global risks. Despite increasing investments to combat cyberattacks, there remains a significant, often unnoticed vulnerability: employees. Previous literature reveals that over two-thirds of cyberattacks within organizations result from employee negligence. While strengthening cybersecurity through employee training is essential, traditional methods often fall short. In this study, we tested different approaches to reduce risk exposure to phishing, one of the most common types of cyberattacks, focusing on a sector and context unaddressed by previous literature: the public sector in a developing country (Argentina). We randomly allocated 1,918 public servants to a control group and two treatment groups to compare the effectiveness of online trainingcommonly used to promote behavior changes on ancillary workplace topics such as ethics, discrimination, and data protectionversus a "learning-by-doing" approach, which involved sending repeated phishing emails followed by educational emails. Our findings indicate that the learning-by-doing approach is superior for enhancing phishing email detection, resulting in fewer phishing emails opened, fewer clicks on phishing links, and improved reporting of suspicious emails. This strategy is particularly effective among permanent public officials compared to contractors, as well as among female employees. These findings not only inform organizational cybersecurity practices but also have broader implications for influencing employee behavior on other important workplace topics.
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Marsden, Eric, and Véronique Steyer. Artificial intelligence and safety management: an overview of key challenges. Foundation for an Industrial Safety Culture, 2025. https://doi.org/10.57071/iae290.
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Artificial intelligence based on deep learning, along with big data analysis, has in recent years been the subject of rapid scientific and technological advances. These technologies are increasingly being integrated into various work environments with the aim of enhancing performance and productivity. This dimension of the digital transformation of businesses and regulatory authorities presents both significant opportunities and potential risks for industrial safety management practices. While there are numerous expected benefits, such as the ability to process large volumes of reliability data or unstructured natural language incident reports, the structural opacity of large neural networks, their non-deterministic nature, and their capacity to learn from new data mean that traditional safety assurance techniques used for conventional software are not applicable. Additionally, the expansion of the scope of automatable tasks and the gradual move towards work collectives that are composed of human operators who collaborate with various intelligent machines and agents introduce new variables that must be considered alongside and integrated with the organizational and human factors of safety. What are the main challenges posed by these new technologies in terms of skills management, worker well-being, privacy protection, and the pursuit of performance that aligns with societal expectations? What changes are required in how we conceptualize the safety of high-stakes activities, how we demonstrate and verify the absence of unacceptable risks, and anticipate potential deviations? This document provides a concise overview of the most recent available information, contextualized by decades of research on automation in high-hazard systems. It focuses specifically on the projected impacts for high-hazard industries and infrastructures over the next ten years.
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Mattheis, Ashley A. Atomwaffen Division and its Affiliates on Telegram: Variations, Practices, and Interconnections. RESOLVE Network, 2022. http://dx.doi.org/10.37805/remve2022.1.
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This research brief details findings from a recent collaborative project exploring different groups related to Atomwaffen Division (AWD) on Telegram. The brief provides an initial foray into understanding the digital communicative practices these AWD-related groups use to maintain their loose structure as a transnational, digitally networked extremist culture. Groups affiliated with the meta-brand of AWD are continuing to develop globally and building a transnational, digital networked culture, despite increased scrutiny. This indicates that their structure as a digitally networked, transnational culture provides resilience to traditional policy and law enforcement approaches. Addressing this threat requires insight into the practices that such groups use to interconnect their now multi-nodal, supranational organization.
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Volikova, Maryna M., Tetiana S. Armash, Yuliia V. Yechkalo, and Vladimir I. Zaselskiy. Practical use of cloud services for organization of future specialists professional training. [б. в.], 2019. http://dx.doi.org/10.31812/123456789/3269.
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The article is devoted to the peculiarities of the practical use of cloud services for the organization of qualitative professional training of future specialists. It is established that in order to implement state policy, there is an essential need for using various ICT, in particular cloud services, which are not only economically acceptable in the new educational environment, but also a powerful tools of obtaining new knowledge, skills and abilities. The advantages and disadvantages of using cloud services in the educational process of higher education are substantiated; the examples discuss the methods of using cloud services in the process of studying fundamental disciplines. The object of the study is the professional training of students in higher education institutions. The subject of research is the process of organizing professional training of future specialists with the use of cloud services. To achieve the set goals, a set of general scientific (analysis, synthesis, comparison) and specific scientific (bibliographic, problem-based) was used. Observation and conversation manipulation allowed to highlight the advantages and disadvantages of using cloud services and draw conclusions from the problem under investigation. The foreign experience of using cloud services has been researched and the features of the application of traditional and distance technology training abroad have been determined. It describes the use of the blog as a media-educational technology during the advent of pedagogical practice. The methods of using cloud-based services on the example of creation of a distance course “Linear algebra and analytic geometry” are considered. The prospects of research, which consist in getting acquainted with cloud technologies of the humanitarian profile future specialists at the second higher education, are determined. It has been established that the practical application of cloud technologies in the educational process will promote more qualitative and progressive learning; the formation of a close interaction between the teacher and student; development of professional skills and abilities of independent work.
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Porto, Stella C., Jacqueline Pinto Mota, and Andrea Attis Beltran. An Integrated Approach to Impact Evaluation and Recognition of Learning. Inter-American Development Bank, 2024. http://dx.doi.org/10.18235/0013075.
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MEiRA is a novel method for evaluating learning effectiveness, emphasizing practical knowledge application and learner achievement. It transcends traditional metrics by valuing the learning journey and its outcomes equally. Applicable in organizational training and broader learning contexts, its designed for scenarios where learners may not be part of a known organization. MEiRA follows the learning journey through five pillars: Engagement, Perception and Appreciation, Cognition and Knowledge Acquisition, Intention and Commitment, and Transfer and Impact Stories. It uses open badges as an intrinsic part of the impact evaluation process, making the impact of applied learning visible. MEiRA overcomes conventional evaluation model limitations by measuring acquired knowledge and recognizing its real-world application and impact. It provides a flexible, inclusive, and comprehensive approach to learning evaluation, championing the recognition of both formal and informal learning achievements, and advocating for diverse learning pathways and their professional impacts.
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Einbinder, Nathan. Moving forward, looking back: Indigenous agriculture in Guatemala. TABLE, 2025. https://doi.org/10.56661/cf0704b0.
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Growing crops in the mountainous rural areas of Guatemala presents unique challenges, and farmers there rely on a mix of Indigenous practice and new experimental treatments of bio-inputs, infused with micro-organisms. Nathan Einbinder writes about the farmers he met in Guatemala who are innovating collaboratively within their communities to instil resilience and sustainability on their farms. Nathan Einbinder is a lecturer and researcher specializing in agroecology and food systems. Since 2009, he has worked with Indigenous farmers and organizations in the Maya-Achí territory of Guatemala, on issues related to community development, traditional knowledge and soil health, and more recently, homemade biological inputs. This research was conducted while the author was working at the University of Plymouth.
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Porto, Stella C., and Don Presant. The IDB Digital Credential Framework: Principles and Guidelines for Creating and Issuing Credentials. Inter-American Development Bank, 2023. http://dx.doi.org/10.18235/0004903.
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Digital badges have emerged as an integral aspect of various capacity building opportunities offered by IDB, gaining widespread recognition among both internal and external clients, despite their innovative application in the region. As of January 2023, IDB has issued over 200,000 badges, with the majority awarded in the past two years. The IDB Digital Credential Framework serves as a vital reference tool and roadmap for acknowledging knowledge acquisition and continuous learning through digital credentials within the IDB Group, partner organizations, and citizens of the Latin America and Caribbean (LAC) region. This Technical Note outlines the Framework's context and purpose, its alignment with BIDAcademy and the IDB Group, and its potential to influence and shape international practice for digital credentials beyond traditional academic recognition.
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Pererva, Victoria V., Olena O. Lavrentieva, Olena I. Lakomova, Olena S. Zavalniuk, and Stanislav T. Tolmachev. The technique of the use of Virtual Learning Environment in the process of organizing the future teachers' terminological work by specialty. [б. в.], 2020. http://dx.doi.org/10.31812/123456789/3868.
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This paper studies the concept related to E-learning and the Virtual Learning Environment (VLE) and their role in organizing future teachers’ terminological work by specialty. It is shown the creation and use of the VLE is a promising approach in qualitative restructuring of future specialists’ vocation training, a suitable complement rather than a complete replacement of traditional learning. The concept of VLE has been disclosed; its structure has been presented as a set of components, such as: the Data-based component, the Communication-based, the Management-and-Guiding ones, and the virtual environments. Some VLE’s potential contributions to the organization of terminological work of future biology teachers’ throughout a traditional classroom teaching, an independent work, and during the field practices has been considered. The content of professionally oriented e-courses “Botany with Basis of Geobotany” and “Latin. Botany Terminology” has been revealed; the ways of working with online definer (guide), with UkrBIN National Biodiversity Information Network, with mobile apps for determining the plant species, with digital virtual herbarium, with free software have been shown. The content of students’ activity in virtual biological laboratories and during virtual tours into natural environment has been demonstrated. The explanations about the potential of biological societies in social networks in view of students’ terminology work have been given. According to the results of empirical research, the expediency of using VLEs in the study of professional terminology by future biology teachers has been confirmed.
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Khan, Samir. AI in Wonderland: Engineering in the Age of Overpromised Technology. SAE International, 2025. https://doi.org/10.4271/epr2025002.
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<div class="section abstract"><div class="htmlview paragraph">This report explores the move from traditional industry practices to emerging technologies, specifically the integration of artificial intelligence (AI) solutions in engineering service sectors. It highlights the increasing problem of “technology washing,” when organizations overstate (sometimes deceivingly) their technology abilities and ethics, posing challenges to accountability, transparency, and trust in various fields. The rise of AI-based solutions in sectors like autonomous mobility, manufacturing, and aerospace has exposed a contrast between ambitious future aspirations and current technological barriers. With this, the role of human knowledge in guaranteeing ethical, efficient, and clear technology incorporation becomes essential.</div><div class="htmlview paragraph">Starting with an examination of today’s technological scene, this report tackles topics such as the buzz around autonomous systems and the difficulties of standardizing fresh innovations. It also points out the problem of organizations exaggerating the capabilities of AI, stressing the importance of human monitoring to manage operational risks and uphold public trust. Practical scenarios in autonomous mobility, aerospace, and manufacturing highlight a significant discrepancy between industry targets and technological feasibilities, stressing the indispensable contribution of human intervention in ensuring successful implementation.</div><div class="htmlview paragraph">These examples are analyzed to give insights into current technology successes and limitations and to propose a balanced path for the future. Ultimately, there may be a future where groundbreaking technological advancements remain in harmony with human values. This report challenges established narratives and outlines a path for ethical technological advancement that is transparent and in line with societal values, examining questions like the following:<ul class="list disc"><li class="list-item"><div class="htmlview paragraph"><b>What are some popular misunderstandings and exaggerated claims regarding AI capabilities today?</b> Examine the divide between how the public sees things and what’s actually true in the context of deceptive AI practices and inflated statements.</div></li><li class="list-item"><div class="htmlview paragraph"><b>How do organizations maintain a balance between rapid technological adoption and human oversight?</b> Explore ways to maintain human knowledge in decision-making processes despite technological advances.</div></li><li class="list-item"><div class="htmlview paragraph"><b>What are stakeholders’ views on the reliability and safety of autonomous technologies?</b> Investigate the certainty levels in crucial systems that have implications for public safety and business continuity.</div></li><li class="list-item"><div class="htmlview paragraph"><b>What are the risks associated with overusing AI for critical functions?</b> Highlight the potential pitfalls of excessive reliance on AI without proper backup systems or redundancy plans.</div></li></ul></div><div class="htmlview paragraph">NOTE: SAE Edge Research Reports are intended to identify and illuminate key issues in emerging, but still unsettled, technologies of interest to the mobility industry. The goal of SAE Edge Research Reports is to stimulate discussion and work in the hope of promoting and speeding resolution of identified issues. These reports are not intended to resolve the challenges they identify or close any topic to further scrutiny.</div></div>
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Beiker, Sven. Unsettled Issues Regarding Communication of Automated Vehicles with Other Road Users. SAE International, 2020. http://dx.doi.org/10.4271/epr2020023.
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The focus of this SAE EDGE™ Research Report is to address a topic overlooked by many who choose to view automated driving systems and AVs from a “10,000-foot” perspective: how automated vehicles (AVs) will actually communicate with other road users. Conventional (human-driven) vehicles, bicyclists, and pedestrians already have a functioning system of understating each other while on the move. Adding automated vehicles to the mix requires assessing the spectrum of existing modes of communication – both implicit and explicit, biological and technological, and how they will interact with each other in the real world. The impending deployment of AVs represents a major shift in the traditional approach to ground transportation; its effects will inevitably be felt by parties directly involved with the vehicle manufacturing and use and those that play roles in the mobility ecosystem (e.g., aftermarket and maintenance industries, infrastructure and planning organizations, automotive insurance providers, marketers, telecommunication companies). Unsettled Issues Regarding Communication of Automated Vehicles with Other Road Users brings together the multiple scenarios we are likely to see in a future not too far away and how they are likely to play out in practical ways.